Wiht The Harasser Attack Case Study

To ensure that the evidence of the abuse has been preserved record the facts immediately, report exactly what has been said to your manager ad make multiple copies and store them somewhere safe where no anyone that doesn’t need to know can see them. Do not tamper with any evidence or put your own thought into the accusation.

Sexual harassment has always been a problem whether it be in the workplace, sports teams, in the military, at a school, or in public places like the subway, at the store, or in a restaurant. It has become an even larger problem in the workplace than anywhere else because it makes it hard for some to work whether they are the one being harassed or even if they are an innocent bystander. Yes in most cases it can be as simple as just telling the person to stop but in other cases doing so may cause them to get upset about it because they are being turned down become more aggressive. This aggression may be verbal but can also become physical and can lead to larger problems than just sexual harassment. In other cases the person being harassed is

If this is a criminal matter, for example, an alleged assault, rape or indecent exposure, you will need to call the police and if in any doubt consult your policies and procedures or contact your supervisor / manager immediately or another available senior person.

Once you have done this you must then tell your senior/manager exactly what has been said as this will be their responsibility to report and continue to find out what has happened and if it has happened. When there is a safeguarding allegation there are four priorities in responding to this. 1 is to protect, this is the most important. It is to ensure the abused person is safe and protected. To ensure any medical treatment is provided, and give reassurance and comfort. This will ensure that the person knows that they are now safe. Second priority is to report. This is your responabily to report this allegation to your line manager or the person within you company that deals with safeguarding issues. You must make a full written report of the event as soon as possible. Third priority is to preserve. This is to ensure you preserve any evidence. if it is a recent abuse like physical or sexual there maybe forensic evidence. It is a crime scene and you are not to touch or disturbed anything and you are to let the police take over. So you should not clear up, do not wash or clean any part of the room/area, do not remove bedding, do not remove any clothing, do not allow the person to wash/shower/bathe/brush hair/brush teeth, you should also keep other people out of the room/area. If it is financial abuse you aren’t to touch/ throw away any papers or documents, as this could be evidence. you must try to preserve as much as

They may develop psychological and traumatic symptoms that mirror those of victims of other crimes, particularly sexual assault. What would be the proper solution in resolving these matters? Is the punishment harassers have to face enough for them to stop what they started? Punishment for sexual harassment will range from informal counseling and apology to suspension, dismissal and legal, civil and criminal prosecution. The severity and frequency of the harassment will determine the extent of the punishment. Most cases are kept in the dark and not reported for many reasons. Most people don’t report such incidents, because they were threatened when they first were forced to face the attack. They would still have the same feeling after. They would live with the feeling of getting hurt if they tell anyone. Secondly, they take into account the possibility of not proving the action on the harasser, which is when the victim would rather commit suicide than live with fear of re-experiencing what they had experienced before. And even if the case proceeds the way the victim and lawyer hope, what will happen

There are a couple of ways to help prevent and respond to sexual harassment claims.

Sexual harassment is an uninvited and unwelcome verbal or physical behavior of a sexual nature, especially by a person in authority toward a subordinate, as per the Merriam-Webster dictionary. This behavior is present in a large number in our societies and we can see such situations at many places, from every day workplaces to daily encounters. A person can be harassed in different manners and it has several consequences on the victims. Sexual assault is still a concern in our daily life and has yet to be generally recognized and it should be prevented.

Sexual harassment is an infection that can spread through an organization. When there is a sexual harassment accusation, it must be dealt with swiftly and accordingly. If not it can create a bad atmosphere between all levels from the most senior employees to the newest employee. A trust level is broken when issues happen and it is brushed under the rug. According to USA.GOV (2009) sexual harassment is the unlawful harassment of an individual. The harassment includes unwanted sexual advances such as sexual favors, verbal comments or contact. Consequently, according to Tseng (2014) many victims will not report sexual harassment due to their status as a lower employee and the status of the harasser. Implementing a policy that allows a bystander to report what they have seen can mean the difference between a peaceful work place and a work place with disgruntled

The external investigation will be difficult since there is actually no prove of the harassment.

The scenario states that the supervisor continued the harassment after being warned not to. A hostile work environment contends the “behavior becomes so pervasive that it interferes with the employee’s ability to work to her best capacity” (Warner, et. al., 2012, p. 968). Colorado law defines harassment with regards to a hostile work environment as follows: “"harass" means to create a hostile work environment based upon an individual's race, national origin, sex, sexual orientation, disability, age, or religion (C.R.S. 24-34-402 (2016).” Maureen would have a valid claim here as well because the unwanted behavior is based on her sex. The behavior by her supervisor is pervasive if he has already been warned to stop the harassing

The Lehigh university has two important policies on eocc.lehigh.edu. The fist policy on harassment and non-discrimination at Lehigh. The second is a student code of conduct which focuses on a variety of topics such as harassment and discrimination. All teaching assistants (TA), research assistants (RA), graduate assistants (GA) must report incidents of harassment and discrimination or sexual misconduct (including incidents of gender violence) that are brought to their attention by students or that reported to them or witness by them involving students. There are many ways that I can make a report. First, Lehigh University Police Department (LUPD) which located at 321 E.Packer Avenue. They are available 24/7 throughout the year. Trained officers will respond to calls and reports of harassment, discrimination and sexual misconduct. Second, contact The Gender Violence Support Advocates. They are available 24/7 throughout the year. The advocates network are dedicated staff members to work with survivors of gender violence and to provide initial support to survivors. They focus on situations including gender violence, but if students contact them with a report of harassment or discrimination, they will connect them with the appropriate officers. The third option

If someone feels unsafe, or if the situation just doesn’t feel right, they should search it up on the internet. They can search up, what sexual harassment is, what is considered sexual harassment, what are the actions they can take, etc. In today’s day and age the internet is right at our fingertips. If something sees off or just not right, search it up. When searching up what sexual harassment is, it may be surprising what is found, and so many situations such as there can be avoided. Simply because the person searched up the situation and stopped it before it got much more complicated.

Another form of sexual harassment is a hostile work environment. The hostile environment theory involves sexual advances between the supervisor and the employee. An employee’s work performance will be less effective due to these so-called sexual advances. However, a victim can file a complaint against their harasser so that they do not continuously force them to participate. Consequently, they will be forced to hand in their resignation. [This is an issue of power and has nothing to do with sex. For this reason, both male and females can be the harasser. The harasser’s main purpose is to force another to feel or act in a certain way. Sometimes, sexual harassment causes an individual from effectively performing his/her job. As a result, is undermines an individual’s dignity. In our society, there are three essential factors that relate to the issue of sexual advances. These elements are a divergence of perceptions, the complexity of human behavior and the attitudes of a sexist.]

Please also keep in mind that a harasser can be male or female and can be of the same sex as the victim. The harasser may not always know that they are being offensive but if the other person is uncomfortable and has stated this to them then he or she should stop before legal action is brought forth.

The concept of bullying at work refers to all situations where one or more persons feel subjected to negative behavior from others in the workplace over a period of time and in a situation where they for different reasons are unable to defend themselves against these actions (Einasern, 2005). The young lady was been bullied and sexually harrased by her top exececutive boss, he had no right to make her feel that way to the point of ebven locking herself up just to avoid his lewd advances. Work rights are their to protect employes from such behvaiours from the boss, however I further read that in Russia Sexual harassment is a norm in the work place because their culture has finally normalised it which can be clearly seen from the way the judge ruled on this case sexual harassment that the twenty year girl brought to his courtroom. In Russia, 40 percent of female professionals have had sex with their boss at least once, according to the story and “eighty per cent of those who participated in the survey said they did not believe it possible to win promotion without engaging in sexual relations with their male superiors (Einasern, 2005). Such kind of notions makes it okay for the perpetrators to think that its normal to sexually harassed women at work and objectify it. I have been a similar situation where the top boss of our department’s husband who works for the same company started sending me inappropriate emails; I went to my immediate boss and reported the emails. My immediate boss was afraid to deal with the situation because the perpetrators’ wife was her boss and friend. This left with no choice but to take to management. Management cautioned the perpetrator and he stopped but his wife started giving me a cold shoulder and started treating me differently after this, as if I was the one in the wrong. We have to bear in mind she was my boss as well, so you can imagine how uncomfortable the situation was at work. I did not care about her reaction because her husband is pig who caused two other young ladies before me to resign because of his sick behaviour. I still wonder why the company has not fired him knowing that he has done this before. Thankfully, I left the company a after that to start work at new