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Essay on Sexual Harassment in the Workplace
Sexual harassment in the workplace is one of the most intricate areas of service law. Sexual behavior in the workplace is not a recent phenomenon. But, the concept of sexual harassment is of recent origin. Not until the 1970's did workers, primarily women, find legal remedies to what they considered harmful on-the-job behaviors, now defined as sexual harassment. It is also one of the areas that have recently received the most press. Sexual harassment has several forms. One definition of sexual harassment in the workplace, known as quid pro quo sexual harassment, occurs when sexual conduct is a condition of tangible employment benefits.
This includes salary, promotions, and even continued employment. Sexual harassment under this theory constitutes the denial of an employment opportunity because of the individual’s refusal to have sexual or social relations with a supervisor. Sexual harassment or gender discrimination can be demonstrated in two different circumstances. The first is when a supervisor engages in gender discrimination in the workplace by imposing conditions on the individual. The second is when a supervisor requests sexual favors in return for granting employment opportunities. Both of these are forms of sexual harassment. In each of these situations gender does not matter. Men and woman can both be the victims of sexual harassment in the workplace. Gender discrimination in the workplace is more common then not. (Baxter, Jr., Ralph H. and Lynne C. Hormel
Harassment occurs when a manager conditions the giving way of an economic benefit upon receipt of sexual favors from a subordinate or punishes the subordinate for refusing to submit to his or her request(s). Usually, an employer is severely accountable for acts of "quid pro quo" harassment dedicated by a supervisor who has the power to make (or recommend) significant employment decisions affecting the subordinate-victim, such as hiring, promotion, discipline, or discharge......
