Sexual Harassment Education

This text provides information on sexual harassment, including its definition, applicable laws, latest claims, employer responsibilities, and risk management procedures. It emphasizes the need for training programs and an open-door policy to prevent sexual harassment. The text also highlights the benefits of media coverage in sexual harassment cases.

Running head: SEXUAL HARASSMENT EDUCATION 1
Sexual Harassment Education
Name
Institution

SEXUAL HARASSMENT EDUCATION 2
SEXUAL HARASSMENT EDUCATION
Q1 Sexual harassment is referred to as unwelcome sexual request, advances for sexual
favors, as well as other physical or sexual conduct when:
a) the behavior is sufficiently pervasive or severe as to create a hostile,
intimidating environment; b) submission is either implicit or explicitly a condition
affecting employment or academic decisions; c) the behavior continue refusal by the
individual to which the harassment is directed (Shakil, Lockwood & Grady, 2018).
The applicable law include: Arizona and Oregon law apply similar regulation to
that of the Federal law of the Civil rights act 1964.
Q2 We as a group agreed that it is not advisable to have different views at the
State on sexual assault.
Q3) the latest sexual harassment claim is that of the Police Inspector was accused
of assaulting 14-year-old female colleagues. Detective Inspector is known as Simon
Hurwood forced women into having sex’ and he was obsessed with their color of
underwear. The detective worked for 27 years for Cleveland Police and groomed an
approximate of 20 women.
Our team came into agreement that the media coverage was beneficial to any case
because it allowed for the domino effect of the claim in sexual harassment.
Q4) the employer has the responsibility of investigating the claims that are related
to harassment as well as determining whether the accusations are true or false (Gündemir,
Does & Shih, 2018). The employer has to be neutral to both the parties during the
investigation process (Jagsi et al., 2016). The investigation should not be handled

SEXUAL HARASSMENT EDUCATION 2
publicly until the confirmation of the accusation. Our answer will not change regardless
of the degree of the scandal.
Q5) Corporation allows protection for personal assets, and are also liable for any
loss caused by negligence while in a sole proprietorship there is no protection of personal
assets.
Q6) the risk management procedures include: management should come up with
the open door policy. When there is female and male in an office, there must be a third
party, or the door must be left open for the integrity of their conversation. There should
be the provision of training programs to management, leaders, and employees regarding
the sexual harassment policy (Thurston, Chang, Matthews, Känel & Koenen, 2018).
.

SEXUAL HARASSMENT EDUCATION 2
References
Gündemir, S., Does, S., & Shih, M. (2018, July). Third Party Perceptions of Organizations
Facing Sexual Harassment Claims. In Academy of Management Proceedings (Vol. 2018,
No. 1, p. 12385). Briarcliff Manor, NY 10510: Academy of Management.
Jagsi, R., Griffith, K. A., Jones, R., Perumalswami, C. R., Ubel, P., & Stewart, A. (2016). Sexual
harassment and discrimination experiences of academic medical faculty. Jama, 315(19),
2120-2121.
Shakil, S., Lockwood, M., & Grady, D. (2018). Persistence of Sexual Harassment and Gender
Bias in Medicine Across Generations—Us Too. JAMA internal medicine, 178(3), 324-
325.
Thurston, R. C., Chang, Y., Matthews, K. A., von Känel, R., & Koenen, K. (2018). Association
of sexual harassment and sexual assault with midlife women’s mental and physical
health. JAMA internal medicine.