Sexual Harassment in the Workplace

Knowing One's Rights is Vital to Protection and Prevention

Aug 2, 2009 Christopher Pascale

Sexual harassment can occur anywhere. When it happens on the job, it threatens the safety and security of the victim as well as his or her family.

Sexual harassment can be one of the most damaging events in a person's career. Of all the types of abuse that occur in the workplace, being harassed in this manner can create more hostility than some can imagine.

Generally, any type of harassment can make going to work a living hell. Specifically, sexual harassment is a cruel form of abuse that is sometimes pushed upon people by small, weak, disgusting groups or individuals in the form of:

Unwelcome sexual advances
Requests for sexual favors
Sexual verbal or physical conduct where submission to, or rejection of, such advances affect the individual's employment

Who Can be a Sexual Harasser in the Workplace?

Just as a man or woman can be harassed, so can either one be the harasser.

Additionally, harassment does not simply have to come from within the person's chain of command. It can come from a supervisor in another department, a business associate of the supervisor, a co-worker, or even a non-employee, such as a customer, delivery person, or a friend of someone in the office.

If the unwanted gestures are made in the workplace, then it's not only a personal issue, but a work issue since employers are legally obligated to protect employees from all harassment, regardless of where it comes from.

What Steps Need to be Taken in the Event of Sexual Harassment?

The steps that need to be taken in a case of sexual harassment are no different than in other situations of a non-sexual nature.

Confront the offending person
Inform a supervisor or Human Resources Representative if the problem persists
Begin to create a log of events
Confront the offending person as necessary

Confrontation is uncomfortable for most, but not nearly as uncomfortable as a hostile work environment. It could be the case that the offending person does not know his gestures, comments, or jokes are not welcome. After all, people generally want to be liked by others.

However, if the person does not curtail his or her behavior after being told that it is unwelcome, then a supervisor or HR rep must be notified. Supervisors are legally obligated to report matters of harassment to HR. It is against the law to simply "keep it in the office," as noted in an email interview with Andrew Smith, a Human Resources Generalist in Rochester, New York.

In situations where these steps do not ease the burden that comes with unwanted advances, a log must be created detailing what events took place, such as the specifics of what occurred when and where, and by whom followed by the methods that were taken to neutralize the offense(s). This log could become a legal document in the matter if a suit becomes necessary.

Burger King Pays $400,000 in Sexual Harassment Case

In 2000 and 2001, at least seven young women working at a Burger King franchise in Peerless Park, Missouri had been allegedly harassed by the store manager, Nathan Kraus. His methods were a variety of groping, sexually vulgar comments, and demands for sex.

The women – six teenagers and one adult – had complained to managers below and above Kraus but received no help until one of them had taken the initiative to learn how to file an internal complaint on the matter. The results were that more extensive training on sexual harassment was ordered to managers. Kraus was relieved of his position, but by one of the assistant managers who had failed the employees by not protecting them initially. The young women were awarded $400,000.

Sexual harassment can sometimes be chalked up to a misunderstanding of humor, or even in how one person feels about another. But in cases where the offender is less like the emotionally handicapped television character, Michael Scott from The Office, and more like the real-life Nathan Kraus from Peerless Park, Missouri, immediate action must be taken, and retaken, so as to ensure that the abuse is stopped at once.

Sources

"Facts About Sexual Harassment". eeoc.gov.

"Burger King Franchise Pays $400,000 For Alleged Sexual Harassment Of Teens". eeoc.gov

Cronin, Frank. "Sexual Harassment by Non-employees". allbusiness.com.

The copyright of the article Sexual Harassment in the Workplace in Career Advice is owned by Christopher Pascale. Permission to republish Sexual Harassment in the Workplace in print or online must be granted by the author in writing.

When Harassers Persist, Documentation is a Must