It was found that a lot of women were being harassed at work place and treated badly at home. They are helpless and don't know how this can be stopped. What would be the best way to make sire that the women were protected from harassment and ill treatment both in the workplace and at home ? Explain your answer.
Answers
Answer:
In regular reflection, a parallel beam of incident light is reflected as a parallel beam in one direction. In this case , parallel incident rays remain parallel even after reflection and go only in one direction and it occurs from smooth surfaces like that of a plane mirror or highly polished metal surfaces.
Explanation:
Explanation:
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. You must also be concerned with preventing harassment because you can sometimes be sued in state courts, depending on your state's anti-discrimination laws.
Therefore, take steps to prevent and deal with sexual and other types of harassment in your workplace because as an employer, you may be held liable for your own acts of harassment that affect employees in the workplace, as well as the acts of your managers, employees, and even harassment by customers, suppliers, and others who regularly do business with you.
Defining Unlawful Harassment
Harassment is verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of that person's (or that person's relatives', friends', or associates') race, skin color, religion, gender, national origin, age, or disability, and that:
has the purpose or effect of creating an intimidating, hostile, or offensive work environment
has the purpose or effect of unreasonably interfering with the individual's work performance
otherwise adversely affects the individual's employment opportunities
Harassing conduct includes:
epithets; slurs; negative stereotyping; or threatening, intimidating, or hostile acts that relate to race, color, religion, gender, national origin, age, or disability (including jokes or pranks that are hostile or demeaning with regard to race, color, religion, gender, national origin, age, or disability)
written or graphic material that denigrates or shows hostility or aversion toward an individual or group because of race, color, religion, gender, national origin, age, or disability and that is displayed on walls, bulletin boards, or other locations on your premises or circulated in the workplace
The reasonable person standard. If you have a situation where you are trying to determine if some conduct that has taken place is actually harassing conduct, the way to determine it is to use the "reasonable person" standard. If a reasonable person in the same or similar circumstances would find the conduct intimidating, hostile, or abusive, then it's probably harassment.
The reasonable person standard includes consideration of the perspective of persons of the same race, color, religion, gender, national origin, age, or disability as the harassment victim. For example, if a female employee complains of harassment, make sure in applying this test that you take the perspective of a woman, not a man. If, in the perspective of another woman, you would find this conduct harassing, it probably is.
Although harassing conduct must be objectively viewed as creating a hostile work environment to be unlawful, the subjective perception of the particular harassed employee is still significant. If the employee does not perceive the work environment to be hostile because of that conduct, the conduct is not unlawful harassment.
Example
If you have five coworkers, four male and one female, telling "blonde jokes," and none of the employees finds them offensive, hostile, or abusive, the conduct is not harassment. It might not be a bad idea, however, to caution the employees about the conduct's possibly being construed as harassment.
To gain a full understanding of harassment, you have to understand the subtle distinctions in what constitutes sexual harassment and the different types of sexual harassment that exist.
What Constitutes Sexual Harassment?
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when one or more of the following is true:
A person feels that submission to the conduct is necessary in order to get or keep a job.
A person feels that employment decisions such as raises, promotions, and demotions depend on whether he or she submits to or rejects the conduct.
The conduct interferes with a person's work performance or creates an intimidating, hostile, or offensive working environment.
Some important facts to remember about sexual harassment are: