Sexual haressment on the job

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Then, slowly you notice this colleague behaving in a way that starts to make you feel a bit uncomfortable — a comment here, a slip of a hand there. But you shrug it off and focus on doing your job - maybe you misunderstood? Presenter, Ben Zand, leads an on-screen discussion with a group of around 20 young people about where the line is when it comes to sexual harassment, based on the various scenarios from the drama.

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Title VII applies to employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations, as well as to the federal government. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive work environment.

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Landau Law are highly experienced in advising on sexual harassment in the workplace. Click here to access our directory on all your employment rights. Free employment law advice.

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Sexual harassment is unwelcome sexual behaviour, which could be expected to make a person feel offended, humiliated or intimidated. It can be physical, verbal or written. Sexual harassment is not consensual interaction, flirtation or friendship. Sexual harassment is not behaviour that is mutually agreed upon.

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Very generally, sexual harassment describes unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct. Title VII is a federal law that prohibits discrimination in employment on the basis of sex, race, color, national origin, and religion, and it applies to employers with 15 or more employees. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.

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Workers should be immersed in an environment that allows them to feel confident and capable of advancing their ambitions. Whether it is unwanted attention or a more serious offense from a co-worker, a victim of sexual harassment may have trouble knowing how to respond. Often, sexual harassment is not corrected or punished because victims may feel intimidated or uncomfortable when confronting their harasser.

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It was inevitable that the business world would be sucked into the raging debate provoked by the global MeToo Movement. Damning statistics reveal the degree to which women are subjected to sexual harassment at work, unconfined by geography or a specific industry. Yet, an introspective analysis of business circles reveals that existing laws are ineffective and that prevention of sexual harassment is more a matter of culture than a matter of court.

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Employers are responsible for providing a workplace environment that is free of sexual harassment. An organization has a legal duty to respond to a complaint of sexual harassment, and may be found liable for not doing so, even where the complaint is ultimately not made out. Sexual or gender-based harassment is a form of discrimination.

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Harassment can occur in many different social settings such as the workplace, the home, school, churches, etc. Harassers or victims may be of any gender. In most modern legal contexts, sexual harassment is illegal.

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Sexual harassment is only one type of harassment, and it, along with all other forms of harassment, should not be allowed in your workplace. Harassment of any kind has no place in the workplace. If you're an employer subject to federal anti-discrimination laws, you have a legal obligation to provide a work environment that is free from intimidation, insult, or ridicule based on race, color, religion, gender, or national origin.

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