American Apparel Case

765 Words 4 Pages
He has dodged years of sexual harassment lawsuit but was finally penalized for his wrong doings. An internal investigator claimed “ it would not be appropriate for Mr. Charney to be reinstated as CEO or an officer or employee of company” (Lee). Unfortunately this company took too long to come to the realization that he should not be a part of the company. American Apparel has suffered tremendously due to the fact that it was such a long and ongoing scandal. Although they have suffered so much, they are still trying to find ways in order to move forward from the situation Paula Schneider hired as CEO of American Apparel is now the one in charge of this task. “ The retailer wants to go from chaotic to iconic,” according to the presentation, …show more content…
All workers will be required to agree to the terms and conditions before signing documentation. The Civil Rights Act- Title VII of 1964 does not necessarily address workplace harassment but it does in fact cover the basics of protecting employee 's-race, sex, religion, color, and national origin.
The no tolerance policy will cover the two types of harassment; quid pro quo and hostile working environment. Quid pro quo is the most common type of sexual harassment. Latin for “something for something” can be defined as an authoritative figure offering an employing a raise(or promotion) in exchange for something, typically sexual.
For example, a supervisor might email or direct message a subordinate threatening to terminate her, if she reports sexual advances that he has made against her. Secondly, a hostile work environment can easily be created when employees feel unsafe or uncomfortable to be in work space due to offensive work behavior. Employees will then be informed on the following seven factors of what creates a hostile work environment according to EEOC investigators(Hostile Work
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First, speak up. Secondly, type it up. Lastly, report it to Human Resources(not your boss).
Speak up is great in regards to social media harassment for many reasons. If someone on the job made you feel slightly uncomfortable, the first thing an employee should do is to address the person directly. It could be slightly uncomfortable but he or she might be unaware of their inappropriate commentary. There is a possibility he or she did not realize the issue and the problem can simply be resolved on the spot.
Secondly, type it up. Keeping a track record or documentation history of when and where this social media harassment occurred will aid to an individual 's case when disclosing inappropriate information. Whatever you do, don’t delete it. Also do not respond. If the post shows up as anonymous, an employee should not feel as if the battle is already lost. These days, the internet is equipped to track the IP addresses of the harasser. Social media harassment cases can often be a case of “he said” or “she said” therefore, keeping emails, messages, or tweet will play to an coworkers

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