Sexual harassment is defined as sexually charged conduct that is engaged by managers and co-workers that are offensive (Cheeseman, 2010). Laws that prohibit sexual harassment exist on the federal official, state, and local level. The federal law that prohibits workplace harassment is Title seven of the well-bred Rights Act of 1964. Most states have passed FEPA modeled after federal laws.
2. What may managers do to delay, detect, and minimize legal risk arising from sexual harassment? Relate your comments to relevant laws and legal principles from your readings.
Managers can prevent sexual harassment and limit their liability by creating a sexual harassment policy. The policy should define sexual harassment, vigour tolerance of sexual harassment, explains consequences of sexual harassment, process for reporting and canvass complaints. Managers should also offer sexual harassment training to employees to jock identify common situations that can be considered sexual harassment. spotting of sexual harassment can be done by communicating with employees and asking them about their workplace environment. If sexual harassment is detected, managers should encourage employees to file a complaint and ensure on that point will be no retaliation.
Under Title VII of the Civil Rights Act of 1964, employers are prohibited from retaliating against an employee for filing a charge of discrimination or severalizeicipating in a discrimination proceeding regarding race, color, national origin, sex or ghostly discrimination (Cheeseman, 2010).
3.   What is the name of the state department/agency in YOUR state that handles sexual harassment claims?  Summarize the basic quantify limits for filing a claim.    Please note that the EEOC is a federal commission and should not be used to respond to this part of the DQ. Â
The Texas Workforce Commission Civil Rights Division (TWCCRD) enforces the
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