Consensual conduct is equally desired mutually agreed

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Consensual conduct is equally desired, mutually agreed-on, and willingly permitted by both parties. The fact that a person has “voluntarily” submitted to certain conduct; does not inform the other party that the conduct is offensive or undesirable; or, may have benefited from it does not necessarily mean that it is consensual. If the conduct was unwanted by that person, it may constitute harassment.” Certainly, it is important that the employee file a complaint to the supervisor and a journal should also be kept to document the incident. If a complaint is not done the employer can free themselves from all liability. It is also important that the supervisor address the issue so as to create an environment of peace without offensive comments or jokes. This supervisor/ employer should maintain good policies and procedures to deal with problems of this nature. Which may include: Drafting and publicizing an anti sexual harassment policy; Implementing a procedure for employees to follow if they feel they have been the victim of sexual harassment; and Conducting companywide sexual harassment prevention trainings. Retrieve From: APPRECIATING OUR DIFFERENCES Professor and Class
According to Harvey & Allard (2012) “The Equal Employment Opportunity Commission’s Guidelines defines sexual harassment as, Unwelcomed sexual advances, requests for sexual favors, and other physical and verbal contact of a sexual nature when it affects the terms of employment under one or more of the following conditions: such an activity is a condition for employment; such as an activity is a condition of employment consequences such as promotion, dismissal, or salary increases; such an activity creates a hostile working environment”. Even if the unfavorable language is not directed at you if you are exposed to it in your work environment it can result in a hostile work environment. I believe it is acceptable to complain just as if the language were used in front of you. I would discipline the employees according to the policy on sexual harassment/hostile work environment as defined by the company. But this would definitely be a difficult situation and the facts better be correct and investigated properly. This could have undo results and consequences on all employees involved especially if the facts are not correct. Kathy References Harvey, C. P., & Allard, M. J. (2012). Understanding and managing diversity. Upper Saddle River, NJ: Prentice Hall. WHAT WOULD YOU DO ABOUT A CO-WORKER In this situation, I cannot safely assume that they are simply associated with this hate group or that they are interested in the hate group. I would have to know the person a little more in order to jump to any conclusions. In that case, it's not my place to automatically assume that this person is looking at this group for reasons. There could be many other possibilites as to why the page could be open on the person's computer. Knowing that, I wouldn't want to get this person in

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