Sexual Harrassment

Sexual Harassment Case

Workplace sexual harassment is a common problem that the majority of organizations face today. In most cases, the offense goes unpunished as the victims might fear losing their jobs or it can be due to lack of proper channels that can be used to file a complaint. It is imperative for employers to realize that they are responsible for their staff and hold legal liability for cases of sexual harassment that happen at their places of work (Solotoff & Kramer, 1994). Given the heavy penalty, cost of law suits, employee turnover and the possibility of a damaged reputation for the organization, it is vital for companies to devise effective ways of mitigating and preventing sexual harassment in the workplace. In reference to the New Jersey High Court ruling, employers or supervisors have the obligation to exclude and prevent sexual harassment at the workplaces by introducing tangible measures that can curb the social ill (Aggarwal, 1992). An analysis of the issue of sexual harassment in the workplace and the legal liabilities that befall supervisors and employers reveals a serious need to mitigate such an ill-intentioned behavior and prevent it in every way possible.

Having to deal with sexual harassment cases is not good for the reputation of an organization. For that reason, organizations can mitigate and prevent sexual harassment at the workplace through well-defined ways (Dale, 2005). First and foremost, an organization should have a printed and published sexual harassment policy that clearly describes all behaviors that constitute sexual harassment (Solotoff & Kramer, 1994). Specifically, such a policy will become handy for employees who might be engaging in reckless behaviors that might be termed as sexual discrimination (Aggarwal, 1992). In fact, ignorance is defense for breaking the law, and such silly behaviors can land the employer in trouble.

Second, an employer should go beyond posting the policy to include a procedure for...