Assignment On What Is Harassment
Added on 2022-09-15
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Running head: TITLE OF PAPER IN CAPS 1
Paper Title Capitalized and Centered
Name of Student
Institution Affiliation
Paper Title Capitalized and Centered
Name of Student
Institution Affiliation
TITLE OF PAPER IN CAPS 2
a) Harassment - Harassment is any unnecessary or unwelcome, persistent conduct
which, on account of its age, sex, race or ethnicity, offends, humiliates or intimids the
victim and targets them. There are also other types and ways of violence that may be
mental, physical, or emotional.
i)
a) Quid pro quo: Quid pro quo is sexual assault, which requires an arrangement offered in
acts, because you're going to get it if you do. For examples, an employee goes to his
employer to seek a raise in pay and he boss replies that the employee can get the raise if the
employee cooperates with the boss in sexual endeavours.
b) Hostile Work Environment: A individual of authority should not automatically entail
sexual abuse that results in a toxic work atmosphere. The comments and acts of
anyone inside an organisation, not just those with supervisory positions will
contribute to a hostile working atmosphere. For example, when any colleague
intervenes in another employee’s personal space, try to kiss or does sexual approaches
(Boella & Goss-Turner, 2019).
ii) Other Types of Hostile Work Environment: Bullying or discriminating or passing
bad remarks to someone on basis of disability or race is also comes under the
charge of a hostile work environment.
legal concept of vicarious liability: Vicarious liability is a legal concept that provides the
individual that has not incurred the damage but has a clear statutory relation to the individual
who has behaved carelessly with an accident. That is sometimes named presumed neglect. So
a manager is legally liable to any employee’s wellbeing. If the administration shows any kind
of negligence towards any employee the employee can sue the administration on the terms of
a) Harassment - Harassment is any unnecessary or unwelcome, persistent conduct
which, on account of its age, sex, race or ethnicity, offends, humiliates or intimids the
victim and targets them. There are also other types and ways of violence that may be
mental, physical, or emotional.
i)
a) Quid pro quo: Quid pro quo is sexual assault, which requires an arrangement offered in
acts, because you're going to get it if you do. For examples, an employee goes to his
employer to seek a raise in pay and he boss replies that the employee can get the raise if the
employee cooperates with the boss in sexual endeavours.
b) Hostile Work Environment: A individual of authority should not automatically entail
sexual abuse that results in a toxic work atmosphere. The comments and acts of
anyone inside an organisation, not just those with supervisory positions will
contribute to a hostile working atmosphere. For example, when any colleague
intervenes in another employee’s personal space, try to kiss or does sexual approaches
(Boella & Goss-Turner, 2019).
ii) Other Types of Hostile Work Environment: Bullying or discriminating or passing
bad remarks to someone on basis of disability or race is also comes under the
charge of a hostile work environment.
legal concept of vicarious liability: Vicarious liability is a legal concept that provides the
individual that has not incurred the damage but has a clear statutory relation to the individual
who has behaved carelessly with an accident. That is sometimes named presumed neglect. So
a manager is legally liable to any employee’s wellbeing. If the administration shows any kind
of negligence towards any employee the employee can sue the administration on the terms of
TITLE OF PAPER IN CAPS 3
vicarious liability, this can be a big problem for the owners and the managers supervising the
establishment (Zaitseva et al., 2017).
policies and procedures to ensure a great work environment:
Step – 1 No tolerance policy towards sexual harassments and bullying.
Step – 2 Firm application of fair employee policies.
Step – 3 Promoting health and wellness among employees.
Step – 4 Encouraging team building activities.
Step – 5 Providing the employees with proper amount of break time.
Step – 6 Engaging in verbal communication with the employees.
Compensation
Minimum wage: The lowest compensation employers can compensate their staff lawfully is a
minimum wage.
Federal definition of Overtime Pay: The Fair Labor Standard Act mandates that employers be
given an extra wage not less than one and a half of their daily compensation level for hours
served above 40 in a working week.
The statutory minimum wage is $10 an hour from 1 January 2020.
Following 40 hours 'service in a single week, the Statutory additional time rate shall be at
least one half times the normal wage scale for workers (Koseoglu et al., 2018).
Current Maryland Minimum Wage is 10.10 USD per hour.
Montgomery County Minimum Wage: The minimum wage would be $13 an hour for
workers count of 51 or more, whilst the minimum wage for the employees of 50 or less
vicarious liability, this can be a big problem for the owners and the managers supervising the
establishment (Zaitseva et al., 2017).
policies and procedures to ensure a great work environment:
Step – 1 No tolerance policy towards sexual harassments and bullying.
Step – 2 Firm application of fair employee policies.
Step – 3 Promoting health and wellness among employees.
Step – 4 Encouraging team building activities.
Step – 5 Providing the employees with proper amount of break time.
Step – 6 Engaging in verbal communication with the employees.
Compensation
Minimum wage: The lowest compensation employers can compensate their staff lawfully is a
minimum wage.
Federal definition of Overtime Pay: The Fair Labor Standard Act mandates that employers be
given an extra wage not less than one and a half of their daily compensation level for hours
served above 40 in a working week.
The statutory minimum wage is $10 an hour from 1 January 2020.
Following 40 hours 'service in a single week, the Statutory additional time rate shall be at
least one half times the normal wage scale for workers (Koseoglu et al., 2018).
Current Maryland Minimum Wage is 10.10 USD per hour.
Montgomery County Minimum Wage: The minimum wage would be $13 an hour for
workers count of 51 or more, whilst the minimum wage for the employees of 50 or less
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