Workplace Sexual Harassment (2nd Edition)
Editorial Reviews
Book Description
In 1991 when we first began planning for this book, sexual harassment was a relatively newly recognized phenomenon that had been thrust to the center stage by the Clarence Thomas hearings. Although 10 years have passed since then, the topic continues to be one of the most important personnel issues for business, and, unfortunately, it is still much misunderstood. In one business publication, the author noted that sexual harassment is among the most prominent civil rights issues in the workplace. More than 15,500 sexual harassment Charges were filed with the Equal Employment Opportunity Commission or state agencies in fiscal 1998, compared to about 10,000 complaints of racial harassment. Despite many years of advice and warnings from attorneys, even the largest companies find themselves facing large jury verdicts and settlements because employees were subjected to conduct that should have been dealt with long before it became front-page news. It is obviously a very bad public relations scenario to have your company appear in the media as one of those that allow these conditions to occur. The business suffers in a number of ways, some obvious when looking short-term, others only seen when looking long-term. Certainly the buying public sees and processes the fact that the company has problems, but in addition, those who are looking, in a wide-open labor market, to choose an employer will often take such information into account. Shareholders may become unhappy to be associated with such a company, and future potential shareholders may be dissuaded from becoming part of an organization with negative connotations in their minds. Thus, it is clear that the ramifications of not dealing appropriately with sexual harassment in the workplace are far-reaching. The purpose of this book is to clarify the issue, create an understanding of what this is all about, and create a dialogue for those who are or will be guiding the course of business in the future. This understanding is important for everyone: employees who may be subjected to or charged with sexual harassment, managers to whom employees may turn to report harassment or ask advice, and everyone involved in the process of setting up policies and procedures, investigating complaints, being witnesses in an investigation, making determinations about complaints, deciding on and carrying out remedies, and monitoring the workplace for illegal behavior at all times, especially after a harassment investigation is completed and a determination made. Consider the following "nightmare" discussed in a recent business publication: An employee one with a good track record and who's generally well liked comes in to lodge a sexual harassment complaint. The alleged harasser also has a good track record and is also well liked. The alleged victim finishes the complaint with, "I don't want you to do anything I just wanted to get this out in the open." So for now, you're off the hook, right? Actually, you're as off the hook as if that same employee came in and told you, "I embezzled $10,000 from the company, but I'm planning to put it back in a couple of weeks, so don't tell anyone." Despite the widespread publicity that sexual harassment has gotten in the press over the past decade, and despite the fact that companies know how much it can cost if they get hit with a harassment suit, it's amazing to find out how little people understand about sexual harassment. Many managers will say, "Well that's why we have lawyers." No doubt that's a critically important factor but it's not enough. If the situation escalates to the point where litigation takes place, it means something was overlooked early on. If sexual harassment is thought of as the important business concern that it is and if it is clearly understood that the effect can be immense on fellow employees, it becomes far easier to make sure that any problems that do occur are given the kind of serious attention that the law requires. Dealing with sexual harassment in the workplace takes time and effort, but the rewards in workplace satisfaction, management of litigation expenses, productivity, loyalty, and public relations are widespread. Bringing our two perspectives, legal and psychological, together, we hope to give you a more integrated picture of what harassment is, why it occurs, and how to deal with it appropriately. A complete program requires not just a commitment to "keep the company out of court" but also an understanding of all that harassment can take from business and its resources. This new edition contains all of the new developments in the law and in the psychology of harassment, but one thing has not changed the focus on the reality that the most successful programs will be those that sincerely commit to encouraging (not just allowing) employees to come forward with complaints, dealing with every incident in an appropriate manner without concern as to whether the "level of legal liability" has been reached, and helping every worker understand its effects. Rhetoric and reality must not be separate. The company must say what it means and mean what it says. A company with no reports is usually a company with problems that have no outlet except the final one the courtroom. Acknowledgements Thanks to the following people for their helpful reviews: James Slack University of Alabama at Birmingham; James Marshall Michigan State University; Michael Popejoy Palm Beach Atlantic College; and Stan Malos San Jose University. We would like to thank the following family members, friends, and colleagues for their encouragement and support during the research and writing of our book: Nancy Adamson Jaynor Johnston Claudia Rast Anne Levy Carmen Paludi Jr. Fr. John Provost Michele Paludi
The publisher, Prentice Hall Business Publishing
Unique in approach, this text explores sexual harassment from the combined perspectives of law AND psychology, and provides up-to-date information on the most recent legal cases and trends in labelling and controlling workplace sexual harassment. Practical in focus, it clearly outlines the legal issues, incidence, psychological dimensions, and explanatory models of sexual harassment, and focuses on variables that can assist organizations in confronting and preventing sexual harassment -- including manager training, education and awareness, psychotherapeutic techniques for families and friends of sexually harassed individuals as well as the victims themselves.
--This text refers to an out of print or unavailable edition of this title.
Workplace Sexual Harassment (2nd Edition)
Workplace Sexual Harassment (2nd Edition),Anne C. Levy,Michele A. Paludi,Prentice Hall,013041560X,Business Law,Corporate,Labor & Employment,Law,Law and legislation,Legal Reference / Law Profession,Sex discrimination in employme,Sex discrimination in employment,Sex role in the work environme,Sex role in the work environment,Sexual harassment,United States,Law / Corporate
English Books:
Recommended Books