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EMC Confronts Harassment Charges
Would you want to go to work every day knowing that there will be comments of a sexual nature made about you? Of course not! Sexual harassment is something that we have all dealt with in one point in our lives. We have all experienced those unwelcomed comments and have felt very uncomfortable to say the least. 40% of women and 20% of men have experienced some type of sexual harassment on the workplace. The Society of Human Resource Management states that 62% of companies offer sexual harassment prevention training programs, and 97% have a written sexual harassment policy. (Sexual Harassment Statistics in the Workplace, 2012) Employers can prevent sexual harassment by developing a policy that defines and forbids it, training employees to recognize and avoid this behavior, and providing a means for employees to complain and be protected. (Noe, Hollenbeck, Wright, & Gerhart, 2009)
EMC Corporation has violated three of the major federal laws: The Equal Pay Act of 1963, Title VII of the Civil Rights Act of 1964, and The Pregnancy Discrimination Act of 1978. The Equal Pay Act of 1963 states that men and women have to be paid the same amount for doing the same job. To add to that statement, if there is an unequal amount being paid, an employer can’t lower the pay of the other person to match the pay amount. (Sexual Harassment, 2012) This law was broken by having the women’s median pay at $266,063 as opposed to $305,417 for men. Title VII of the Civil Rights Act of 1964 states that employment discrimination based on race, color, sex, religion, or nationality is prohibited. Only 13.5% of the people working for EMC are women and it is 40% at a comparable company. Discriminating against someone because they are pregnant is considered illegal sex discrimination via The Pregnancy Discrimination Act of 1978. The case doesn’t go into specifics but it does state that lawsuits included claims that employment decisions were based in part...
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