Hi,. Nice and informative post,. I agree to the point t

Topic 1- Sexual Harassment Sexual harassment is is any unwelcome lewd gesture or conduct on the job that makes a scary, threatening, or hostile workplace (nolo.com, n.d). When an employee complains that he or she is encountering inappropriate behavior of any sort, the business has a legitimate, moral, and worker relations commitment to investigate the charges thoroughly. EEOC interprets and enforces Title VII's prohibition of sex discrimination as forbidding any employment discrimination based on gender identity or sexual orientation. According to EEOC.gov, "although the law doesn't prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted)". The employee may be able to sue depending on the state he lives in and if it is a private workplace.

Hi,
Nice and informative post,
I agree to the point that Employees covered by the federal or state laws prohibiting sexual
harassment should go for “anti-sexual harassment training (EEOC.Gov).” In the same post,
you also mentioned about the fact that certain state and provinces of the country have come
up with a different set of laws or we can say that an additional set of law to prevent and
execute the cases of sexual harassment.
I personally feel that a standardized training program to inform and aware employees against
sexual harassment is the need of the hour. In most of the cases, it has been seen that the
victims were not aware of the fact that certain kinds of behavior can be considered as sexual
harassment. Even sexual harassment of a soft nature can challenge the human dignity, and if
an agency or a government is committed to secure a vulnerable person from this evil then a
standardized anti-sexual harassment training is the need of the hour.
The ripple effect of this training will remove certain loose practices prevailing in the
organization culture. Apart from it an informed employee or vulnerable person will be
informed enough to understand the fact that someone is harassing him or her sexually and it
is a punishable offense. This is how concerning agencies and the management clans will be
able to create deterrence for the regular offenders (nolo.com.n.d)
Another issue is also related to the collection of the evidence, an informed employee will find
himself or herself in a much better position to collect the evidence and stop the action during
the initial stages.

References:
EEOC.gov. Sex-based Discrimination. Retrieved June 3, 2019, from
https://www.eeoc.gov/laws/types/sex.cfm
EEOC.gov. Facts about Sexual Harassment. Retrieved June 4, 2019, from
https://www.eeoc.gov/eeoc/publications/fs-sex.cfm
nolo.com. (n.d). How to Report Sexual Harassment. Retrieved June 3, 2019, from
https://www.nolo.com/legal-encyclopedia/fighting-sexual-harassment-29532.html