Sexual harassment and sexual assault are very serious issues happening today in the workplace. Women or men have suffered from unsolicited sexual behaviors that are typically provoked by someone “higher” in position. “Sexual harassment especially has been a fixture in the workplace since women began to work outside their homes” (Fitzgerald, 1993). It is solely the responsibility of the employer to ensure that all employees within are aware and are very cautions of laws, misconduct, and liabilities. Employers must enforce the Policy Prohibiting Discrimination and further extend those laws and guidelines to their employees. It is also the job of any members within the board or a committee to take action and investigate when sexual harassment …show more content…
Does the culprit of sexual harassment express good character? Does sexual harassment in the work environment take the side of a vices or virtues? In this specific scandal, the ethical dilemma asks how these perpetrators view their behavior. Ethics of virtue is one of the foremost moral substructures to decode ethical problems like sexual harassment at work. There are a few ethical theories that relates to this specific sexual harassment scandal. First is the Virtue ethical theory, which questions if the actions of Dr. Nassar were honest, trustworthy, and truthful while employed as a sports doctor with Michigan State University? It explains which traits are relevant and why they are used to reflect on the specific behavior that went with the action. Such actions by Dr. Nassar do not exhibit good virtue. Deontology ethical theory also applies. Did the president of the University of Michigan, the U.S.A Gymnastics, or board members do their duties to report serious complaints from parents and patients? In this case they did not. Utilitarian moral principal asks if the results produced by an action ethical? In this specific sexual harassment scandal Dr. Nassar’s results (sexual abuse produced by the sexual misconduct) were unethical. Because Dr. Nassar committed acts that were illegal and unethical for such a long time, the University of Michigan, the U.S.A …show more content…
Employers are just as guilty as their employees when dealing with sexual harassment. Employers equally must be prosecuted. One question if there are policies and or programs in force that can prevent sexual harassment and assault in the workplace. The U.S. Equal Employment Opportunity Commission (EEOC) is responsible to enforce the workplace laws. One of the outlined laws states, “It is unlawful to harass a person that could be an applicant, employee, or student because of that person’s sex. Harassment can include sexual harassment or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature” (Lockwood, 2017). Employers are required and responsible to take action when complaints are being filed and take reasonable care to prevent sexual harassment. Failure to do so can carry significant financial implications if the court rules that sexual harassment occurred. Any financial settlement to the plaintiff, the employer may be required to pay the court fees that typically cost more than the settlement it self. The reasoning behind it is to motivate employers and mangers to establish a zero tolerance policy. Managers or board members should take each complaint seriously and set good examples for other employees. Since employers are at liability in cases like this, they must act immediately and investigate complaints. Employers cannot
Kelli Kuchefski Professor Buttrick Business Ethics 4/23/18 NCAA Bribery Scandal I. Introduction Today’s society is full of ethical dilemmas that question whether people are acting morally or immorally correct. How is it that we, as a society, are not able to determine whether our actions are right or wrong? Is it that we, as humans, feel we are exempt from following the rules? One area of focus that is getting a lot of press lately, where morals and ethics are in question, is the world of college sports and athletics. II.
Sexual harassment in the workplace takes many forms, and could result in a system of assault that could perpetuate continually. In the Frontline Documentary Rape in the Fields (2013), the power dynamics of undocumented female field workers and their male co-workers or bosses creates a dynamic in which these women must consent to unwelcome behavior, and many must engage in regular intercourse with these men for fear of being deported along with their entire family. Thus, these men have a leverage and can blackmail these women into agreeing to engage in a sexual relationship with these men, crossing the line between consent and force. In one case, one of the male farm owners insisted that a female subordinate engage in intercourse with him, and threatened her with a gun. This is an
ASU policies also dictate there must be at least one employee responsible for evaluating the current policies and practices to ensure they are in compliance, organize their efforts to ensure maximum efficiency and effectiveness are put forth when handling sexual discrimination claims (inclusive of sexual harassment), and that every student and employee has an equal opportunity to an education and employment. One of the major downfalls of the website is that there is a focus mainly on the sexual misconduct portion of Title IX. These cases are serious matters, but only a portion of everything that is covered in the
This is not only to guide the professionals but also so that individuals know what is acceptable and what is not. Complaints procedures need to be clearly understood and accessible to individuals together with independent support when making a complaint. This could take the form of an advocate from outside the organisation. When new policies and procedures are set, training needs to be provided so that everyone understands what is required. New staff needs a formal induction period which should explain all the policies and procedures.
Laws help increase female opportunity by forcing administrators to control sexual harassment in classrooms. The decision made in Davis v. Monroe County Board of Education is crucial in the fight to reduce the disadvantages in education women have to face. While the decision has lessened the prominence of sexual harassment in schools, sexual harassment still occurs inside and outside of the classroom. While the tolerance of unwanted behavior has dropped to a new low, it will take years before sexual harassment is stopped. With the end of sexual harassment, some of the oppression against women can lessen considerably.
The EEOC rules express that it is illegal to bug an associate, potential worker, director, or subordinate in a sexual way. The provocation does not need to be sexual in nature for it to be unlawful, yet it can incorporate comments that are constituted as unsavory; to incorporate annoying in view of a man 's sex. Not all lewd behavior is illicit; it is just unlawful when it so over the top that it makes issues that influences the working environment. It likewise expresses that a lady who has been verbally hassled yet not touched can record a body of evidence against lewd behavior under Title VII of the Civil Rights Act of 1964. The locale EEOC officer would make a disciplinary move against Griffin taking into account the dissension from Susan Pope.
The guidelines for a Title IX suit can be filed basically immunize the school from liability in all cases of sexual harassment except the most extreme cases. “The individual must be able to show that her school (1) received federal funds, (2) had actual (as opposed to constructive) knowledge of the harassment, (3) responded to such known acts of harassment with indifference, and (4) deprived her of equal access to educational opportunities through its “clearly unreasonable” response to “severe, pervasive, and objectively offensive” harassment” (Walker 2010). The largest issues of these standards is proof of actual knowledge of the harassment. This give the school an incentive towards ignorance and the ability to avoid knowledge of what is going on and face no disciplinary action (Walker 2010; Silbaugh 2015). In addition, Title IX settlements, while give some sort of compensation to a survivor, allows schools with grossly negligent policies to disclaim any liability or fault for the underlying event (Walker
Under Title VII of the Civil Rights Act of 1964, businesses have a right to provide a work environment that protects employees from sexual harassment. In addition, even though federal law, Title VII is known predominantly for prohibiting workplace discrimination and harassment on the basis of an individual’s race, religion, color, national origin and sex; however, over the years, Title VII extended to include sexual discrimination such as sexual harassment. In view of that, managerial employees and supervisors should take immediate action when complaints of sexual harassment are brought to their attention so as to prevent further harassment and other preventable actions such as physical force to address unwelcomed sexual attention. Furthermore,
Department of Education provides what is called an “Interim Guidance,” which addresses obligations of how all schools must implement the statute. The guidelines are not law, but aid institutions in understanding how the Department will enforce and review Title IX cases. According to the Interim Guidance, regardless if a student files a complaint of alleged sexual misconduct or not, it is the responsibility of the schools Title IX coordinator to respond appropriately to investigate and understand what occurred and then act accordingly. All federally funded schools are required by law to respond and mediate any possible hostile situations in educational environments. If a reported complaint is investigated and revealed that sexual harassment or violence has created a hostile setting, the institution must take immediate and effective steps to eliminate the conduct, prevent the recurrence, and appropriately remedy its effects.
Ethics are very important in any given organization and their importance in the medical field cannot be overemphasized. Dealing with human life is critical and therefore one needs to maintain the highest level of ethics in the medical field. In some cases, medical practitioners can be termed to be ethical when they violate some of their requirements. The Tuskegee study that was conducted between 1930 and 1972 was one of those cases. The study which was conducted in Macon County, in Alabama.
First, superiors in the military must take action when they suspect that sexual assault or any other type of assault, and or crime is occureing. When a sexual assault is reported, a superior should not be allowed to just say that he does not belief that it was not serious enough to start an investigation, and when an alligation of sexual assault or any other time of assault is reported a case must be open in order to investigate the alligation. Now if superiors do not open an investigation when one is reported then the superior should face conequences such as demotion, pay cut, and in the most serious circumsatcne dishonorable discharge from the military. In the other hand, false sexual assault alligation should also have conequences such as demotion, pay cut, and in the most serious circumsatcne dishonorable discharge from the military. Second, a board of overseers must be created who will overlook investigations, and alligations.
Title VII of the Civil Rights Act of 1964 is a federal law that prohibits employers from discriminating against employees on the basis of religion, sex, sexual orientation, or national origin. It forbids discrimination in any aspect of employment, including hiring and firing, compensation, promotion, and benefits. However, there are exceptions to this law, mainly in the form of bona fide occupational qualifications, otherwise known as BFOQ’s. Title VII permits an employer to discriminate on the basis of “religion, sex, or national origin in those instances where religion, sex, or national origin is a bona fide occupational qualification reasonably necessary to the normal operation of the particular business or enterprise.”
Following this, the paper will move too examining statistics concerning sexual harassment reporting. Next, the question of why this is such a large problem for the Army will be answered. Lastly, the summary of why sexual harassment is unethical and continues to hurt the Army’s overall readiness. Sexual Harassment Defined The Army’s sexual harassment and assault response and prevention organization defines sexual harassment as, “Sexual harassment is a form of gender discrimination that involves unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature between the same or opposite genders.”
Sexual Harassment on College Campuses People tend to think that sexual harassment and rape are the same thing. However, that is not always the case. According to Dictionary, the definition of sexual harassment is “uninvited and unwelcome verbal or physical behaviour of a sexual nature especially by a person in authority toward a subordinate.” Forced kissing, groping, or even looking at someone the wrong way is considered to be sexual harassment.
Sexual harassment is identified as any unwelcome and unwanted sexual advances, verbal or physical behavior of sexual nature and requesting for sexual favours due to which a worker’s performance is affected, he/she suffers from psychological trauma or an offensive/hostile atmosphere is created at the workplace. The occurrence of workplace sexual harassment is linked with several risk factors. The nature of job and particularly the gender ratio at a workplace and traditionally male oriented jobs are among the significant ones. These pose an increased risk for women to face situations of getting sexually offended or harassed.