Sexual Harassment Laws: Investigating Gender and Orientation

This assignment delves into the intricacies of federal laws concerning sexual harassment, specifically focusing on the aspects of gender stereotyping and sexual orientation. The analysis emphasizes that the law refrains from gender-based classifications and does not discriminate based on sexual orientation. The assignment highlights the factors used to determine if an act constitutes sexual harassment, such as unwanted conduct, work-related implications, and the impact on the victim. It also clarifies that the victim's gender or sexual orientation is not a determining factor; instead, the intent and effect of the act are crucial. The assignment references relevant sources to support the arguments and conclusions made in the analysis, providing a comprehensive overview of the subject.

Hi,
The federal laws against the sexual harassment of an individual refrains from the use of
gender-based addresses like “His,” “Her” and “others.” The same set of laws also ignores the
sexual orientation of a person. It presents a gender-neutral chart of the determinants where an
investigator can judge the crime on the merit of five questions that goes asunder.
 Determination of a sexual act as an unwanted conduct
 The connection of the sexual harassment based advancement with the work-related
equations like a promotion or the recruitment etc.
 The presence of a threat in the form of condition of employment.
 The purpose of Violation of dignity, intimidation and degrading of an employee
 The effect of Violation of dignity, intimidation and degrading of an employee
None of the above-mentioned conditions gives us an idea that gender stereotyping related
perceptions or sexual orientation related perceptions are applicable for the determination
of sexual harassment. This is why we can state that federal law equally protects a Gay
victim devoid of his sexual orientation. State-specific laws can add a few things into the
basic structure of the determinants, however, they are not entitled to come up with some
gender-specific theories (Harassment,2019).
In the cases where a company go for an inquiry about the charges, the same thing applies
they need to conduct the inquiry under the periphery of the determinants prescribed in
the preamble of the legal draft. The gender or the sexual orientation of the victim is not at
all important, it is the purpose and the effect of the act that really matters (Sexual
Harassment at Work, 2019).

References
Harassment. (n.d.). Retrieved June 5, 2019, from
https://www.eeoc.gov/laws/types/harassment.cfm
Sexual Harassment At Work. (n.d.). Retrieved June 5, 2019, from
https://www.equalrights.org/legal-help/know-your-rights/sexual-harassment-at-work/