Every public and private employment is subject to the Fair Employment and Housing Act (FEHA), which prohibits against sexual harassment in the workplace. Each organization’s workers, including upper managements, managers, supervisors, and non-supervisory employees are subject to the FEHA’s anti-harassment provisions. All employees are expected to behave professionally and respectfully while interacting with others without regard to classification, job title, or function. Discriminatory or harassing conduct in any organization should not be tolerated.
In addition, it is implemented that each department in any institution provides all employees with a safe, harassment-free working environment. However, this is not always the case. There has been …show more content…
Wohl Shoe Co., 22 Cal. App. 4th 397 (Cal. App. 2d Dist. 1994) could be the prime example in this particular case. In May 1979, Zurian was hired as a manager trainee by Wohl, a footwear company. During a duration of about five years of employment at Wohl, she was first promoted to manager. Then, after about four years, she became a regional supervisor and her immediate supervisor was Robert Lawicki, a company administrator. Shortly after Zurian’s promotion, Lawicki began sexually harassing her. Finally, they both engaged in sexual relationship, but eventually, split. However, Lawicki continuously harassed her even after their relationship ended. For example, he would put his hand on her knee or he would come up from behind and put both his hands on her breast. There were also other occasions where he would pinch her buttocks as he walked by or sometimes he grabbed her crotch and asked explicitly if she was wet. Lawicki also made other graphic inquiries blatantly such as: What kind of lingerie she was wearing underneath her clothes, if she gave a head and swallowed and many other many other inappropriate and derogatory remarks. Lawicki’s offensive, disparaging, insulting, and unsuitable pattern of conduct went on for three years. Ultimately, Zurian reported these wrongly occurrences to the upper managements on multiple circumstances, unfortunately, she failed to be taken seriously. Her employer refused to help her and insisted that
In addition, it is implemented that each department in any institution provides all employees with a safe, harassment-free working environment. However, this is not always the case. There has been …show more content…
Wohl Shoe Co., 22 Cal. App. 4th 397 (Cal. App. 2d Dist. 1994) could be the prime example in this particular case. In May 1979, Zurian was hired as a manager trainee by Wohl, a footwear company. During a duration of about five years of employment at Wohl, she was first promoted to manager. Then, after about four years, she became a regional supervisor and her immediate supervisor was Robert Lawicki, a company administrator. Shortly after Zurian’s promotion, Lawicki began sexually harassing her. Finally, they both engaged in sexual relationship, but eventually, split. However, Lawicki continuously harassed her even after their relationship ended. For example, he would put his hand on her knee or he would come up from behind and put both his hands on her breast. There were also other occasions where he would pinch her buttocks as he walked by or sometimes he grabbed her crotch and asked explicitly if she was wet. Lawicki also made other graphic inquiries blatantly such as: What kind of lingerie she was wearing underneath her clothes, if she gave a head and swallowed and many other many other inappropriate and derogatory remarks. Lawicki’s offensive, disparaging, insulting, and unsuitable pattern of conduct went on for three years. Ultimately, Zurian reported these wrongly occurrences to the upper managements on multiple circumstances, unfortunately, she failed to be taken seriously. Her employer refused to help her and insisted that