HRM 546 WEEK 3 GENDER DISCRIMINATION AND SEXUAL
HARASSMENT CHART
GENDER DISCRIMINATION & SEXUAL HARASSMENT 1
Gender Discrimination and Sexual Harassment Chart
, GENDER DISCRIMINATION & SEXUAL HARASSMENT 2
Gender Discrimination & Sexual Harassment Chart
Gender Title VII Gender Sexual Harassment Quid-Pro-Quo Sexual
Discrimination Discrimination in Based on Hostile Sexual Harassment Orientation in the
and Sexual Employment Work Environment Workplace
Harassment Practices
Employee Employee must Must have Employee
must have prove that they occur within the must prove
Direct and/or have been workplace that they have
circumstantial exposed to a either by been
evidence to hostile work someone mistreated
back up the environment that already based on their
Requirements claim is considered employed or sexual
to Prove Under Claim must be either aggressive, someone orientation.
file 180 days humiliating applying. Employee
the Law after incident and/or Must be able to must prove
occurred threatening provide proof that only
frequent and/or that sex has based on their
(Bennett-Alexander & pervasive been exchanged sexual
Hartman, 2015). Behavior is for favors or orientation,
demeaning offered in they have not
towards a exchange for been treated
protected class benefits like equally as
and seen as raises or other
extreme or promotion employees in
intentional the workplace
(Bennett-Alexander
(Bennett-Alexander & & Hartman, 2015). (Bennett-Alexander &
Hartman, 2015). Hartman, 2015).
Ways Provide Hang the Providing the EEO policies
Employers can employees appropriate requirements of should be
with company postings the available,
Minimize handbook and regarding discrimination visible.
Liability keep it updated harassment laws and harassment Training
as laws change and how to file a policy will help should be
Have the complaint; employees provided to
employees making sure they report improper review laws
sign are visible and conduct. and policies.
acknowledging accessible to all Management HR should
they received employees should ensure
and understand The handbook understand they employees
the handbook. should reveal are prohibited feel safe
New hire what the zero- from initiating coming
training and tolerance policy any type of forward
yearly training and a no harassment. HR should
on retaliation offer EAP
discrimination. policy. (Bennett-Alexander & programs for
Ensure that HR should have Hartman, 2015). support.
Human an open-door
Resources policy to help (Bennett-Alexander &
completes a employees feel Hartman, 2015).
proper comfortable
investigation making a
HARASSMENT CHART
GENDER DISCRIMINATION & SEXUAL HARASSMENT 1
Gender Discrimination and Sexual Harassment Chart
, GENDER DISCRIMINATION & SEXUAL HARASSMENT 2
Gender Discrimination & Sexual Harassment Chart
Gender Title VII Gender Sexual Harassment Quid-Pro-Quo Sexual
Discrimination Discrimination in Based on Hostile Sexual Harassment Orientation in the
and Sexual Employment Work Environment Workplace
Harassment Practices
Employee Employee must Must have Employee
must have prove that they occur within the must prove
Direct and/or have been workplace that they have
circumstantial exposed to a either by been
evidence to hostile work someone mistreated
back up the environment that already based on their
Requirements claim is considered employed or sexual
to Prove Under Claim must be either aggressive, someone orientation.
file 180 days humiliating applying. Employee
the Law after incident and/or Must be able to must prove
occurred threatening provide proof that only
frequent and/or that sex has based on their
(Bennett-Alexander & pervasive been exchanged sexual
Hartman, 2015). Behavior is for favors or orientation,
demeaning offered in they have not
towards a exchange for been treated
protected class benefits like equally as
and seen as raises or other
extreme or promotion employees in
intentional the workplace
(Bennett-Alexander
(Bennett-Alexander & & Hartman, 2015). (Bennett-Alexander &
Hartman, 2015). Hartman, 2015).
Ways Provide Hang the Providing the EEO policies
Employers can employees appropriate requirements of should be
with company postings the available,
Minimize handbook and regarding discrimination visible.
Liability keep it updated harassment laws and harassment Training
as laws change and how to file a policy will help should be
Have the complaint; employees provided to
employees making sure they report improper review laws
sign are visible and conduct. and policies.
acknowledging accessible to all Management HR should
they received employees should ensure
and understand The handbook understand they employees
the handbook. should reveal are prohibited feel safe
New hire what the zero- from initiating coming
training and tolerance policy any type of forward
yearly training and a no harassment. HR should
on retaliation offer EAP
discrimination. policy. (Bennett-Alexander & programs for
Ensure that HR should have Hartman, 2015). support.
Human an open-door
Resources policy to help (Bennett-Alexander &
completes a employees feel Hartman, 2015).
proper comfortable
investigation making a
