Week 9 EOC: The Apartment

Quid pro quo: From the Latin phrase meaning “this for that,” quid pro quoharassment occurs when one person asks for either expressly or implied sexual favors from another person as a condition of that person’s employment or advancement or to prevent a tangible employment detriment. Such conditions include hirings, firings, raises, scheduling, or promotions. For example, a supervisor promises a raise in return for a sexual favor. It requires the perpetrator to be in a position of power over the victim such as a supervisor.

Example: He was allowing his bosses and superior to use his apartment in order for them to sleep around on their wives and for Baxter to get moved up to different positions where in most cases it would take years.

Hostile environment: This is an atmosphere that is characterized by unwanted sexually demeaning or intimidating behaviors in which a person is treated poorly or feels uncomfortable (Exhibit 21.1). For example, people tell offensive jokes of a sexual nature, display sexually offensive pictures, or otherwise behave in threatening or offensive ways. The conduct may be physical, verbal, or nonverbal in nature.

That went for the secretary and the elevator women and countless other women who were dealing with situations like this as far as the elevator woman getting slapped on the butt as he was coming off. Or told Mr. Baxter if he don't give up his key he will not be recommended for the job. And in the secretary she was the boss girl and eventually ended up just being another one of the boss mistress.

Sexual harassment includes men harassing women, women harassing men, men harassing men, and women harassing women. The best managers want to encourage normal, friendly interactions and other social behaviors that create a welcoming workplace environment. Therefore, it is helpful to understand what is not considered sexual harassment:

• • Normal, friendly interactions
• • Nonoffensive joking
• • Being polite or nice
• • Socializing and being friendly
• • Any behavior that would not offend a reasonable person

Sexual Harassment Policies

Most operations have a zero-tolerance policy against sexual harassment that includes several types of statements. Company policies need to adopt a prevention approach that acknowledges mutual respect as the goal for all who work in the environment:

• • The operation does not tolerate harassment in any form by any person.
• • All persons are responsible for stopping harassment whenever it occurs.
• • Harassment should be reported immediately.

They used alot of company resources for private use.  The boss fired his assistant because she told his new mistress that nothing was gonna happen and she would eventually be replaced just like her in return the elevator girl tired to kill herself off of sleeping pills in return the boss fired his assistant because she told that information but gave her a months pay.

Preventing a Hostile Environment

Managers must follow and enforce their company’s policies on sexual harassment. In addition, they must do several other things:

• • Help employees understand what sexual harassment is, how to avoid it, and how to deal with it. Educate employees and train them to follow company policies and procedures. Ensure that the training teaches people how to say no and communicate their discomfort, so that others can understand when behavior is unwanted or offensive.
• • Encourage open communication. Help employees feel comfortable bringing issues to a manager’s attention. Listen to what they say and take their concerns seriously.
• • Set a good example by following company policies and demonstrating appropriate behavior. A manager’s words and actions should consistently convey that harassment is not acceptable, and reflect positive ways to interact with people.
• • Look for signs of harassment in the operation. Eliminate anything on bulletin boards or elsewhere that might offend people, such as cartoons or pictures of a sexual nature. Observe how people interact, and stop inappropriate behavior.
• • If harassment is observed, promptly enforce policies in a fair and equitable manner. If this is not done, confusion and resentment will be created, and the operation will be at risk for claims of discrimination. Conversely, when sexual harassment policies are enforced, this confirms that the manager and the establishment are serious about protecting employees’ rights, and most people will behave accordingly.