Discrimination and Employment Laws
The federal law prohibits any discrimination of employees by the employers by the sex, race, religion, color or origin/nationality in the workplace environment. Besides, any case or claim of sexual harassment mainly in the workplace is often categorized as the hostile work environment whether verbally through a vulgar language or any contact and conduct directly to the one filing the claim. However, not every vulgar language is actionable as sexual harassment because under Title VII has been expounded as not a civility code and sexual or profane language or conduct does not constitute any form of workplace discrimination (Player, 2013).
An employer that tolerates or allows any use of rude or vulgar language …show more content…
When there is available evidence that any vulgar word or an insult was aimed at a certain protected group that will give rise to a certain inference that clearly depicts the intention of sexual discrimination. The case of C.H Robinson vs. Reeves entails the use of the word “bitch” was used in a way that does not depict any sexual harassment. No female employee was singled out. The court is always responsible for setting the standards of the terms that are gender specific and with the alleged term men can also use (Player, …show more content…
The liability of the case is based on his or her failure to take any action as the employer. An instance pointed by a certain a judge in a certain court concerning a case of a woman who was harassed by independent contractors warned that it is not true that an employee will always act reasonably when he or she follows the formal procedures. The employer is also entitled to ignore any harassment notice that is outside the stipulated
The federal law prohibits any discrimination of employees by the employers by the sex, race, religion, color or origin/nationality in the workplace environment. Besides, any case or claim of sexual harassment mainly in the workplace is often categorized as the hostile work environment whether verbally through a vulgar language or any contact and conduct directly to the one filing the claim. However, not every vulgar language is actionable as sexual harassment because under Title VII has been expounded as not a civility code and sexual or profane language or conduct does not constitute any form of workplace discrimination (Player, 2013).
An employer that tolerates or allows any use of rude or vulgar language …show more content…
When there is available evidence that any vulgar word or an insult was aimed at a certain protected group that will give rise to a certain inference that clearly depicts the intention of sexual discrimination. The case of C.H Robinson vs. Reeves entails the use of the word “bitch” was used in a way that does not depict any sexual harassment. No female employee was singled out. The court is always responsible for setting the standards of the terms that are gender specific and with the alleged term men can also use (Player, …show more content…
The liability of the case is based on his or her failure to take any action as the employer. An instance pointed by a certain a judge in a certain court concerning a case of a woman who was harassed by independent contractors warned that it is not true that an employee will always act reasonably when he or she follows the formal procedures. The employer is also entitled to ignore any harassment notice that is outside the stipulated