Hello,
Sexual harassment continues to be an issue in the workplace. Despite efforts to control and stop sexual harassment in the early 2000s, the EEOC had more than 13,000 claims, which have continued to increase over the years(Remington et.al., XXXXXXXXXXIn the case of Reese and her coworkers, this could be sexual harassment. Sexual harassment can take many forms, such as quid pro quo, gender discrimination, offensive touching, sexual offers, or unwelcome sexual language (Remington et.al., XXXXXXXXXXReese's coworkers engage in sexual conversations and jokes in the workplace loud enough that a female employee overhears the conversation. Sexual language does not have a home in the workplace but especially not in front of or nearby anyone that could possibly be made to feel uncomfortable or disrespected, even if the group of men are not directly speaking to or about Reese.
If Reese feels comfortable, she could approach her coworkers and ask them to stop having those conversations at work or at least let them know that the conversation is making her or could be making other people feel uncomfortable. If she does not feel comfortable, she could inform a supervisor or the HR team. If Reese asks the group to stop the sexual language and they continue, Reese should make a formal report to a supervisor or HR so that the employees can be handled appropriately.
Employees are protected by Title VII protects employees from being sexually harassed or working in a hostile working environment. Employees that violate will be dealt with accordingly. The Human Resources department should take these claims seriously and immediately investigate. Suppose there is evidence that employees are having sexual conversations. In that case, it needs to be documented, and depending on what is being said or being joked about, the employees may need to be suspended and then terminated for violation of the law.
Reference:
Remington, J., Heiser, R. T., Smythe, C., & Sovereign, K XXXXXXXXXXHuman resources law (5th ed.). Retrieved from:https://content.uagc.edu/books/Remington XXXXXXXXXX/sections/ch02lev1sec6
Brittany Luther
Manage Discussion Entry
- Is Reese being sexually harassed? Provide a rationale for why her situation does or does not meet the elements of sexual harassment.
All that is needed for it to be considered sexual harassment is whether or not the behavior comes off asinappropriate sexual remarks or physical advances in a workplace or other professional or social situation.Therefore it does not have to be aimed at Reese for it to be considered sexual harassment in some form. This could be a form of sexual harassment in the workplace.
- What should Reese do about the situation?
Reese does have the ability to mention to her coworkers that the conversation is something she can hear and it makes her uncomfortable. Reese should take the time to report it to her supervisor or manager. Even following up with human resources is a good idea. It is the understanding that employees will not engage in this sort of behavior or conversations. That being said, we realize there is a certain human component to every siltation. There is probably a lack of consideration that Reese's coworkers are not taking into account. Not everyone feels comfortable talking about their personal life's at work, especially from a sexual nature. It should not be something be are subject to hearing about or listening to, especially within the workplace.
- How should Reese’s Human Resource Department handle the situation, if at all?
If human resources is involved they should follow up with Reese. A conversation can be hand in regards to the employees having the discussion. Stating that the conversation is inappropriate and should stop. A formal training could also be a solution for this sort of situation if the whole department is engaging as well. There are many routes that Human resources could take. However, at the very least a conversation with Reese seems appropriate.
"Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person's sex" (EEOC)
Britt
U.S. Equal Employment Opportunity Commission (n.d.). Sexual Harassment.
https://www.eeoc.gov/sexual-harassment