Midterm Case Study: Sexual Harassment In The Workplace

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Midterm Case Study
1. What sorts of measures could We Care Health Plan take with its clients to prevent this situation? Do they have a duty to their own employees to do so?
Sexual harassment in American work life is pervasive. Women today face many aspects of sexual harassments. Society general conversation on the topic is a good first step for addressing the problem as a whole, and first steps towards real change in culture and perceptions. Harassment is not limited to work place, but can happen as part of everyday life. For example if woman is walking down a street she may face street harassment. A large study conducted in Canada of 12,300 women age 18 and older by sociology professors Ross Macmillan et al “studied the impact of street
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There is a fine line from like attracts like to harassment. For example men who like to play golf are more likely to do business with other men who play golf. People have been giving unfair preferences just based on likes and dislikes. A sales rep or company might have a viewpoint if the customer is a guy who wants to talk for too long, as long as they are buying. That’s the job of a salesperson to connect with the customer and talk. For example there are industries where such lines are even more blurred such as casinos where card dealers are women with a risqué dress code.

WeCare should establish an effective complaint and procedures and encourage employees to feel comfortable in reporting any harassment that might occur with clients. WeCare can communicate anti-harassment policy with the clients. They should quickly investigate any claims that are reported. They should stop the acts from happening if they are in process. Do not leave it to the parties involved to work it out. Get specifics about the conducts as perceptions might be different. Lastly document all
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They should start by clearly defining what constitute harassment. There are two basic forms of harassment. One if “quid pro quo”, this is when an employee is asked for a sexual favor in return for some benefit, monetary or otherwise. The second type is hostile work environment. This is much more difficult to define then the first type, but occurs more frequently. WeCare can define hostile work environment as an environment where a supervisor, co-worker, customer making unwelcome sexual comments, or acting in a sexually inappropriate way towards an employee. One of the ways WeCare can prevent claims is to educate everyone on the job. They should not simply announce the policy but have a through training program regarding the polices. The supervisors should also be specifically trained on how to handle common complaint process. They should also have a panel or a referral system if the situation does not fit there anticipated common problems. Supervisors and employees should also be informed what could be considered inappropriate behavior, and what potential corrective measures against such behaviors include, such as termination etc. Overall WeCare should institute a zero tolerance policy and make it known that such behavior is strongly disapproved

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