Employment Law and Discrimination Paper.docx

The judge also found that the plaintiff did not

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discomfort to the Defendant, or to anyone else. The judge also found that the Plaintiff did not establish that a hostile environment was created by the Defendant's behavior. There was no evidence presented that proved a disruption of the workplace's functioning. Employer Liability “Title VII prohibits the employer from allowing an employee to be subjected to unwelcome, sex-related behavior that is sufficiently severe or pervasive to change the conditions of her employment and create an abusive working environment, even if no tangible job detriment accompanies it”(Mallor, Barnes, Langvardt, Prenkert, & McCrory, 2016, pg1422, para 3). The facts, in this case, show that the company where the Plaintiff and Defendant had worked was not made aware that there was any sexual harassment taking place. The judge ruled that the employer is not liable because there was no evidence proving that a hostile environment existed or that the management was made aware of the environment and neglected to act. The employer, in this case, had a policy in place that outlines the responsibilities of all employees in regards to sexual harassment in the workplace. This policy explains how each employee must be
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4 willing to come forward and notify a supervisor or someone in Human Resources when sexual harassment is taking place. This policy is the employer’s initial step in preventing this type of harassment from even taking place.
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  • Spring '10
  • SDGFS
  • Equal Employment Opportunity Commission, HARASSMENT

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