Case Analysis: Martha v John - Workplace Sexual Harassment, Exams of Human Resource Management

Download Case Analysis: Martha v John - Workplace Sexual Harassment and more Exams Human Resource Management in PDF only on Docsity! MGT3045 Human Resource Management Case Analysis: Martha v John Workplace Sexual Harassment {South University Online} Case Analysis: Martha v John Workplace Sexual Harassment In any work place setting, sexual harassment is the most known type of discrimination. Sexual harassment, according to the EEOC, is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964[USE19]. Sexual harassment has been defined as an unwelcomed advance, the request for sexual factors, or physical and verbal conduct that deals with sexual content. An unwelcomed advance means that someone forced another person to do something involuntarily. Sexual harassment can also include situations such as rape or attempted rape, under pressure sexual advances, unwanted touches, unwanted/harasses phone calls or letters, and unwanted looks that insinuates something sexual[Wom19]. Because there are many types of sexual harassment, sexual harassment can be categorized into two groups: hostile work environment and quid pro quo. A hostile work environment is where the harasser makes the harassed individuals work environment unfavorable and sometimes stressful. In return, this can affect the individuals work performance and their behavior[SUO19]. On the other hand, quid pro quo (this for that) deals with the harasser offering a favorable treatment for a sexual favor from the harassed individual[SUO19]. Case Analysis Martha is reporting to HRM because she is experiencing a hostile working environment from her boss, John. They were recently dating, but Martha decided to end the relationship because John was controlling. In return, John made it sure that Martha would regret leaving him by making a work environment unbearable to the point that John was making false evaluations on work performance. In this instants, the HRM has obligations to investigate Martha claims. Under the Title VII of the Civil Rights Act of 1964, this is considered Unlawful Employment Practices. SEC. 2000e-2(a)(2) states : it’s an unlawful employment practice for an employer to “limit, segregate, or classify his employees or applicants for employment in any way which