| "WOW DENISE, THOSE TIGHT JEANS SURE LOOK
| |
| | century is that it is now recognized. It
|
| GOOD. DO YOU WANT TO SELL THEM?"
| |
| | is now enforced and business managers are
|
| "NO, SWEETIE, BUT YOU CAN RENT THEM FOR
| |
| | forced to deal with it. Title VII of the
|
| A LITTLE WHILE."Starting this article
| |
| | Civil Rights Act of 1964 mandated that
|
| with that actual quote and giving other
| |
| | every working person has the right to
|
| real life examples of the type of
| |
| | work in an environment free from
|
| interaction that goes on in many offices
| |
| | harassment on the basis of sex.Wow! What
|
| creates a self imposed need in my mind to
| |
| | a profound statement. How does one
|
| assure you, the reader, that we will be
| |
| | determine the difference between unwanted
|
| discussing Sexual Harassment in the work
| |
| | sexual advances and welcomed sexual
|
| place later in this article.Recreational
| |
| | advances that later become unwanted. The
|
| mating in the work place has been going
| |
| | answer is, it really doesn't matter. The
|
| on since organized business began. This
| |
| | Equal Employment Opportunities Commission
|
| term, Corporate Recreational Mating as
| |
| | (EEOC) defines sexual harassment as:
|
| used in this article does not pertain to
| |
| | Unwanted sexual advances, requests for
|
| simple "office dating" that goes on
| |
| | sexual favors and other verbal or
|
| between two single adults that happen to
| |
| | physical conduct of a sexual nature
|
| work at the same place of business.What
| |
| | when:- A term or condition of employment
|
| we are going to discuss in this article
| |
| | is explicitly or implicitly made
|
| is the type of recreational mating that
| |
| | regarding submission to a request for
|
| has an impact on the performance of the
| |
| | sexual favor.- Rejection or refusal to
|
| business itself. Most of this type of
| |
| | submit sexual favor is used as a basis
|
| recreation takes place among members of
| |
| | for an employment decision.- Such conduct
|
| upper management and a high percentage of
| |
| | has the purpose or effect to interfere
|
| it is illicit. In other words, one or
| |
| | with an individuals work performance or
|
| both of the participants are married and
| |
| | creates a hostile, intimidating
|
| not to each other.
| |
| | environment.There are actually two kinds
|
| This is a situation that exists in many
| |
| | of sexual harassment:1. Quid Pro
|
| corporations, it's rarely reported, often
| |
| | Quo:Where employment decisions or
|
| ignored and in spite of the participants
| |
| | expectations are based on an employees
|
| attempts at secrecy, it is often a well
| |
| | willingness to grant or deny sexual
|
| traveled rumor, if not a fact.In their
| |
| | favors. (hiring decisions, shift
|
| January 2003 issue, Stuff Magazine
| |
| | schedules, salary increases etc.)
|
| reported on a survey done with 3000
| |
| | Example:- Sexual favors demanded in
|
| participants revealing what goes on
| |
| | exchange for promotion- Terminating a
|
| within the office walls."THEY'VE TURNED
| |
| | subordinate because they ended a
|
| BOARDROOMS INTO BEDROOMS, GIVING A WHOLE
| |
| | relationship- Changing job performance
|
| NEW SPIN ON SPREADSHEETS."Before going on
| |
| | expectations after subordinate refuses
|
| I should preface my remarks by admitting
| |
| | sexual advances.2. Hostile
|
| that I am definitely a card carrying
| |
| | Environment:Where verbal or nonverbal
|
| member of the "Baby Boomers". Being more
| |
| | behavior in the workplace Focuses on
|
| honest I have to admit that during the
| |
| | sexuality of a person, Is unwanted, Is
|
| early years of my career, the 70's, I
| |
| | severe or pervasive enough to affect the
|
| undoubtedly could have been classified as
| |
| | persons work environment.Example:- Off
|
| a male chauvinistic pig. I could have
| |
| | color jokes or teasing- Comments about
|
| qualified as poster child for the
| |
| | body parts or sex life- Suggestive
|
| official "Male Chauvinistic Pig"
| |
| | pictures or calendars or
|
| movement. However, experience has taught
| |
| | cartoons- Suggestive e-mails or forwarded
|
| me a very important lesson regarding
| |
| | jokes and pictures.- Leering or
|
| leadership and it's personal relationship
| |
| | staring- Repeated requests for dates
|
| with employeesI now have a much greater
| |
| | after being told no- Excessive attention
|
| appreciation for the abilities, the
| |
| | in the form of love letters, telephone
|
| intelligence, and the value of female
| |
| | calls or gifts- Touching-brushing
|
| employees. Today, I firmly believe women
| |
| | against, pats, hugs, shoulder rubs or
|
| in the workplace are the most under
| |
| | pinches- Assault or rapeThe basis or
|
| utilized asset this country has. We have
| |
| | foundation to sexual harassment is
|
| made a lot of progress in the last two
| |
| | defined as being unwelcome, unwanted or
|
| decades but we have a long way to
| |
| | unsolicited conduct that is imposed on a
|
| go."STUFF" magazine survey of 3000
| |
| | person who regards such conduct as
|
| participants revealed that 51% confessed
| |
| | offensive. That is sexual harassment.
|
| to office affairs. Out of them, 71%
| |
| | When a person communicates that the
|
| slept with one to three partners other
| |
| | conduct is unwelcome then it becomes
|
| than their spouse or significant other.
| |
| | illegal to repeat it. This is true even
|
| Sixty percent admitted to actually having
| |
| | if the conduct is disguised as innuendos
|
| sex in the office with the following
| |
| | or subtle inferences, it is
|
| locations noted.- Bathroom
| |
| | unlawful.Sexual harassment is not an
|
| ..................... 24%- Reception
| |
| | expression of sexual desire. It is
|
| Area ............... 6%- Conference Table
| |
| | plainly an inappropriate use of power.
|
| ............22%- Boss's Desk
| |
| | Subtle infringements are the most common
|
| ..................20%- Photo Copier
| |
| | and the most difficult to detect and
|
| .................. 6%- Parking
| |
| | prove. Yet, they are equally damaging and
|
| Lot.....................15%Other
| |
| | just as illegal as an open forward sexual
|
| magazines have reported varying degrees
| |
| | advance.Sexual harassment that occurs
|
| of the same survey. One well read
| |
| | during the corporate mating process is a
|
| woman's magazine reported 53% of the
| |
| | form of indirect harassment. If an
|
| males surveyed admitted to extra marital
| |
| | equally qualified person is passed over
|
| affairs while 23% of the women surveyed
| |
| | for promotion because the boss is
|
| admitted the same. The office is the
| |
| | sleeping with the person he promotes then
|
| most likely place to meet someone since
| |
| | that person has been illegally
|
| you spend more than 50% of your waking
| |
| | discriminated against due to indirect
|
| hours there. That statistic is mind
| |
| | sexual harassment. This situation occurs
|
| boggling. It would suggest that the next
| |
| | quite frequently but is rarely reported.
|
| time you attend a business meeting and
| |
| | Unchecked sexual harassment can also have
|
| look around the room, chances are that
| |
| | other subtle consequences. People
|
| more than half but less than 75% of the
| |
| | witnessing the harassment may feel the
|
| mixed crowd is having or has had an extra
| |
| | same loss or damage. Harassment that is
|
| marital affair...This sounds like a
| |
| | ignored or denied can cause overall
|
| chauvinistic sexist commentary. It
| |
| | morale to deteriorate. Productivity will
|
| probably is although it's not meant to
| |
| | suffer and expose the organization to
|
| be. The comments and actual quotes are
| |
| | potential litigation.EEOC GuidelinesThe
|
| not meant to give the impression that all
| |
| | Federal Equal Employment Opportunities
|
| women in the work force are having sex
| |
| | Commission has issued guidelines on
|
| with their co-workers or bosses. It is
| |
| | sexual harassment under Title VII of the
|
| not meant to imply that most women are
| |
| | 1964 Civil Rights Act. The guidelines,
|
| under the influence of the "Cleopatra
| |
| | Section 1604.11 (29 cfr Article XIV, part
|
| Inheritance" and use their Feminine
| |
| | 1604) are listed below.
|
| Qualities like the individual in the
| |
| | Section A:Harassment on the basis of sex
|
| following quote."I KNOW HOW TO USE ALL MY
| |
| | is a violation of sc. 703 of Title VII.
|
| ASSETS," SHE REPLIED AS SHE PLACED HER
| |
| | Unwelcome sexual advances, requests for
|
| HANDS STRATEGICALLY ON HER CHEST.Let me
| |
| | sexual favors, and other verbal or
|
| state that it is an uncontested fact that
| |
| | physical conduct of a sexual nature
|
| the majority of females work very hard in
| |
| | constitutes sexual harassment(1)
|
| the office and are dedicated wives. They
| |
| | submission to such conduct is made either
|
| keep their nose to the grind stone and
| |
| | explicitly or implicitly a term or
|
| they too are also disgusted by the
| |
| | condition of an individuals employment,
|
| minority of women that use their sexual
| |
| | (2) submission too or rejection of such
|
| prowess to advance their
| |
| | conduct by an individual is used as the
|
| careers."Cleopatra Inheritance"The
| |
| | basis for employment decisions affecting
|
| "Cleopatra Inheritance" is a force so
| |
| | such individual, or (3) such conduct has
|
| powerful that it can topple nations. Look
| |
| | the purpose or effect of unreasonably
|
| at the publicity our former president
| |
| | interfering with an individuals work
|
| Bill Clinton received regarding his
| |
| | performance or creating an intimidating,
|
| relationships with a number of women.
| |
| | hostile, or offensive working
|
| Not every woman is subject to be the
| |
| | environment.Section B:In determining
|
| recipient of this phenomenon. And not
| |
| | whether alleged conduct constitutes
|
| every woman that does inherit this power
| |
| | sexual harassment, the Commission will
|
| recognize it. Most of those that do
| |
| | look at the record as a whole and at the
|
| recognize it don't abuse it. But there
| |
| | totality of circumstances, such as the
|
| is a minority of women that recognize
| |
| | nature of the sexual advances, and the
|
| this power they have over men at a very
| |
| | context in which the alleged incidents
|
| early age and begin using it. This power
| |
| | occurred. The determination of the
|
| can bring the strongest man to his knees,
| |
| | legality of a particular action will be
|
| fill his eyes with tears and make him do
| |
| | made from the facts, on a case by case
|
| just about anything she wishes. There
| |
| | basis.Section C:Applying general Title
|
| are a few women who have perfected this
| |
| | VII principles, an employer, employment
|
| power. They have it under control and use
| |
| | agency joint apprenticeship committee or
|
| it to advance their careers.Women
| |
| | labor organization (herein collectively
|
| utilizing the "Cleopatra Inheritance" are
| |
| | referred to as employer) is responsible
|
| very clever. They are not the "Sexy Dumb
| |
| | for its acts and those of its agents and
|
| Blondes" characterized by the brunt of
| |
| | supervisory personnel with respect to
|
| many of man's chauvinistic jokes.Women
| |
| | sexual harassment, regardless of whether
|
| who use their inheritance to advance
| |
| | the employer knew or should have known of
|
| their careers focus clearly on their
| |
| | their occurrence. The Commission will
|
| objectives. They are blondes, brunettes,
| |
| | examine the circumstance of the
|
| red heads and every other hair style
| |
| | particular employment relationship and
|
| imaginable. In other words, it has
| |
| | the job functions performed by the
|
| nothing to do with their hair coloring.
| |
| | individual in determining whether an
|
| They know what they want and they go
| |
| | individual acts in either a supervisory
|
| after it. Men are weak in their defense
| |
| | or agency capacity.Section D:With respect
|
| when faced with this inheritance. Its
| |
| | to conduct between fellow employees, an
|
| power is overwhelming and consuming.
| |
| | employer is responsible for acts of
|
| Fortunately, women who use this power are
| |
| | sexual harassment in the workplace where
|
| in the minority, a much smaller number
| |
| | the employer, its agents or supervisory
|
| than their chauvinistic counterparts of
| |
| | personnel know or should have known of
|
| the male population in the work
| |
| | the conduct, unless it can show that it
|
| place."Two years prior to becoming CFO
| |
| | took immediate and appropriate corrective
|
| she was a payroll clerk in the accounting
| |
| | action.Section E:An employer may also be
|
| department. She had no degree and a
| |
| | responsible for the acts of non
|
| limited knowledge of accounting. Today
| |
| | employees, with respect to sexual
|
| she is CFO of a $500 million dollar
| |
| | harassment of employees in the workplace,
|
| company making a six-figure income."The
| |
| | if the employer knows or should have
|
| success of this individual can't be
| |
| | known of the conduct and fails to take
|
| traced to her academic credentials, she
| |
| | immediate and appropriate corrective
|
| has none. It can't be traced to her
| |
| | action. In reviewing these cases, the
|
| experience, she was a payroll clerk. But
| |
| | Commission will consider the extent of
|
| it can be traced to her personal
| |
| | the employers control and any other legal
|
| relationship with the president and her
| |
| | responsibility which the employer may
|
| knowledge, control and use of the
| |
| | have with respect to the conduct of such
|
| "Cleopatra Inheritance" factor.Control is
| |
| | non employee.Section F:Prevention is the
|
| a very critical factor. Love is
| |
| | best tool for the elimination of sexual
|
| generally not an acceptable alternative.
| |
| | harassment. An employer should take all
|
| Love complicates things and is rarely
| |
| | steps necessary to prevent sexual
|
| involved in this career enhancing
| |
| | harassment from occurring, such as
|
| experience. When the male does fall
| |
| | affirmatively raising the subject,
|
| victim to this process, falls in love and
| |
| | expressing strong disapproval, developing
|
| may even want to leave his wife, the
| |
| | appropriate sanctions, informing
|
| female panics. Love challenges her
| |
| | employees of their right to raise and how
|
| control of the situation. This is a
| |
| | to raise the issue of harassment under
|
| typical response to the early warning
| |
| | Title VII and developing methods to
|
| signs from the victim that thoughts of
| |
| | sensitize all concerned.Section G:Other
|
| love have entered his psychic.
| |
| | related practices, where employment
|
| Please forgive me if it sounds like I am
| |
| | opportunities or benefits are granted
|
| trying to make the man the victim here.
| |
| | because of an individuals submission to
|
| There are many more incidents where the
| |
| | the employers sexual advances or requests
|
| male utilizes the power of his position
| |
| | for sexual favors, the employer may be
|
| to influence and intimidate the female to
| |
| | held liable for unlawful sex
|
| get what he wants as well. That's called
| |
| | discrimination against other persons who
|
| sexual harassment which we will discuss
| |
| | were qualified for but denied that
|
| in detail in this article.The Internet
| |
| | employment opportunity or
|
| provides a lot of statistics and
| |
| | benefit.Handling ComplaintsHandling
|
| information regarding corporate
| |
| | complaints is not easy. Knowing what to
|
| recreational mating. Much of this
| |
| | say and what to do isn't taught in
|
| insight is provided by the victims who
| |
| | Management 101. Sexual harassment isn't
|
| are generally hurt in the process, the
| |
| | your ordinary everyday problem. The first
|
| other spouse.**********
| |
| | thing you must do is listen intently.
|
| "Two months ago I found out that my
| |
| | Assure them that you are taking them
|
| husband had an affair with a secretary in
| |
| | seriously because it is a serious matter.
|
| his office. She got pregnant and had my
| |
| | Express no opinion, just listen and take
|
| husband's child who is now two years old.
| |
| | notes. Do not be biased. Encourage them
|
| I can't forgive or forget this horrible
| |
| | to give specific details. It is very
|
| thing. We have been married twenty years.
| |
| | important that you ask them specifically
|
| He knew from the beginning that the child
| |
| | how they reacted, communicated the fact
|
| was his and he never told me. His
| |
| | that this action was unacceptable.The
|
| girlfriend called me and told me all
| |
| | next step is to interview the alleged
|
| about it. I can't go on in this marriage
| |
| | offender. He or she has the right to hear
|
| because I don't trust him."**********
| |
| | and respond to the accusations. Be sure
|
| "I'm twenty eight years old. My wife and
| |
| | to conduct the interview in the same,
|
| I have been married for almost six years.
| |
| | straightforward, unbiased manner you did
|
| We are both Christians. We don't have
| |
| | when you talked to the person who filed
|
| children. I came home from work one day
| |
| | the complaint. If no resolution or
|
| to find a message that said, "I have to
| |
| | conclusion is made and the offender
|
| go away and think." I knew what was going
| |
| | denies the behavior or has a variation of
|
| on. It was the guy from her work. She was
| |
| | the story, you will need to go to the
|
| having an affair. I caught them in the
| |
| | next step.Inform your corporate attorney
|
| parking lot at work kissing. She claimed
| |
| | and seek his advice. With your attorney's
|
| it was a thank you kiss for a favor he
| |
| | approval, initiate an investigation and
|
| had done. I knew that was crap. I
| |
| | be prepared to monitor the workplace to
|
| actually tried to be friends with him.
| |
| | ensure that the harassment stops. It's
|
| Just before she left to be with him, we
| |
| | your responsibility to protect the person
|
| all spent the weekend together boating.
| |
| | who filed the complaint. You may want to
|
| What a fool I was. She's with him
| |
| | take steps to keep the two parties
|
| now."Casual encounters that sprout into
| |
| | involved apart temporarily by reassigning
|
| full blown office romances are not
| |
| | one or the other until the matter is
|
| uncommon given the amount of time we
| |
| | resolved.As you conduct the
|
| spend at work. Offices provide a safe
| |
| | investigation, be as discreet as
|
| haven and many of the necessary
| |
| | possible; only interview individuals who
|
| components for a connection, even an
| |
| | may have relevant information. Enlist
|
| illicit one. Many employers fear that
| |
| | any organization resources that may help
|
| workplace romances cut productivity,
| |
| | or support your investigation; review the
|
| result in office jealousies and
| |
| | appropriate records before you actually
|
| unnecessary distractions. But, what do
| |
| | interview any employees about the
|
| you do if it's the boss or other
| |
| | incident. You may find valuable
|
| executive management personnel involved
| |
| | information to direct the investigation,
|
| in this type of office affairs?There's
| |
| | or even bring the investigation to a
|
| not much you can do if you want to remain
| |
| | conclusion. The final step in the
|
| employed. Executives that have affairs
| |
| | investigative process is to interview
|
| with married colleagues display moronic
| |
| | anyone who may have information or
|
| behavior. It does affect their work and
| |
| | insights on what took place.If you
|
| no matter how secretive they think they
| |
| | conduct a thorough investigation and
|
| are, they will eventually be exposed.
| |
| | still don't have enough facts to draw a
|
| These executives become known as players,
| |
| | conclusion, you may find it appropriate
|
| bottom feeders with no morals. It's a
| |
| | to try bringing the two parties together
|
| combination of the power of the Cleopatra
| |
| | to determine what really happened. This
|
| Inheritance Syndrome and their own self
| |
| | option should only be arranged if both
|
| indulgent egos that controls these
| |
| | parties agree to meet. This type of
|
| individuals. It may also be their power
| |
| | meeting can be very delicate and should
|
| and initiative alone taking advantage of
| |
| | be approached with a great deal of
|
| younger female employees that need their
| |
| | thought and planning.Once you have
|
| job desperately.Things that often occur
| |
| | gathered and analyzed all the information
|
| without the knowledge of the participants
| |
| | and concluded that the incident did, in
|
| include them becoming the brunt of many
| |
| | fact, occur, consult your organization's
|
| office jokes and rumors. They may become
| |
| | policy, review the case with your legal
|
| cartoon characters and laughed at in the
| |
| | council and take disciplinary action. Be
|
| lunch room. Their e-mails, cell phones
| |
| | prepared to fully explain the results of
|
| and other means of communication may one
| |
| | your investigation and the action that
|
| day prove to be there down fall no matter
| |
| | will be taken. Explain to the harasser
|
| how careful they think they have been.
| |
| | that he or she has the right to appeal
|
| Sometimes conflicts become public."Are
| |
| | the decision to a higher level. Lead Wolf
|
| those reports ready Jennifer?" "No,
| |
| | leaders recognize the devastating effect
|
| James, I was with you all night trying
| |
| | that corporate recreational mating can
|
| out most of the Kama Sutra
| |
| | have on the performance of the business.
|
| positions."Public displays of bickering
| |
| | More importantly, they recognize the
|
| and arguments between these individuals
| |
| | devastating effect it can have.Dr. Rick
|
| regardless of their rank in the hierarchy
| |
| | Johnson () is the founder of CEO
|
| is common place. This type of public
| |
| | Strategist LLC. an experienced based firm
|
| arguing heightens the sensitivity of
| |
| | specializing in leadership for wholesale
|
| everyone in the office to what may or may
| |
| | distribution. CEO Strategist LLC. works
|
| not be going on. It brings to the
| |
| | in an advisory capacity with company
|
| forefront inequities in the power
| |
| | executives in board representation,
|
| structure. People resent the attention,
| |
| | executive coaching, team coaching and
|
| the special treatment and the fact that
| |
| | education and training to make the
|
| she or he can get away with murder while
| |
| | changes necessary to create or maintain
|
| everyone else tows the line. Agreement
| |
| | competitive advantage. You can contact
|
| between the two on any topic carries no
| |
| | them by calling 352-750-0868, or visit
|
| validity. The conclusion is that they are
| |
| | for more information.Rick received an MBA
|
| a couple so they have no reason not to
| |
| | from Keller Graduate School in Chicago,
|
| agree. Security leaks are the most risk
| |
| | Illinois and a Bachelor's degree in
|
| to the company in these situations. It's
| |
| | Operations Management from Capital
|
| amazing what everyone reveals beneath the
| |
| | University, Columbus Ohio. Rick recently
|
| sheets. There is no confidentiality
| |
| | completed his dissertation on Strategic
|
| confinement in an illicit relationship
| |
| | Leadership and received his Ph.D. He's
|
| between boss and employee. That brings us
| |
| | also a published book author with four
|
| to the concluding topic for this
| |
| | titles to his credit: "The Toolkit for
|
| article.SEXUAL HARRASSMENTWith all this
| |
| | Improved Business Performance in
|
| office romance , corporate mating and
| |
| | Distribution," the NWFA & NAFCD
|
| illicit relationships occurring, what
| |
| | "Roadmap", Lone Wolf-Lead Wolf-The
|
| constitutes sexual harassment? Sexual
| |
| | Evolution of Sales" and a fiction novel
|
| harassment has existed since business
| |
| | "Shattered Innocence.
|
| began. The difference today in the 21st
| |
| |
|
