A charge was recently filed
with the Equal Employment Opportunity Commission (EEOC) by an employee. The
charge states that two female employees in one of the nonunion satellite
offices were subject to repeated and unwelcome sexual advances by their male supervisor.
The charge further states that the two women previously complained to the
supervisor’s immediate superior, letting him know that they felt uncomfortable
and would like the behavior to stop. The harassment did not stop; rather, it
continued over a period of 3 months. At that point, the female employees
decided that the company would not help. They decided to file a claim with the
EEOC, stating they were being sexually harassed at work.
The owner is certain that the
company can put together a response that will clear it of the charge, and she
asked if you felt they had a strong case. You state that you are not legal
counsel for Elora Jean & Co.; however, you request permission to
investigate the claim before giving your thoughts on the company’s documentation
for legal defense.
Given your knowledge of Title
VII of the Civil Rights Act, you are concerned with Elora Jean & Co.’s
ability to defend the EEOC charge. You plan to engage in your own investigation
into the claim to learn more about the complaints made, who had knowledge, what
type of investigation was conducted (if any), and what actions were taken. As
part of your investigation, you learn that Elora Jean & Co. does not have
any policies or procedures relating to sexual harassment in the workplace.
You need to address and advise
the owner of Elora Jean & Co. on courses of action. Present your evaluation
in a written memo to the owner. As you prepare your strategy for investigating
the claim, consider the following:
·
What is the legal definition
of sexual
harassment?
·
What investigation process
should Elora Jean & Co. have engaged in when the claims were first made?
Why will that be important to the defense of the EEOC charge?
·
What is the legal liability
for Elora Jean & Co. if the EEOC investigation finds the charge to be
factual with employer knowledge of the events? Consider the options of
mediation versus litigation with regard to organizational cost.
·
What elements would you
recommend be included in a sexual harassment policy?
·
What should Elora Jean &
Co. do to prevent this type of charge in the future?
·
Research and briefly summarize
a recent case of sexual harassment that was won by the employee. Provide
information relating to the financial outcome of the case.
·
What implications does the
Civil Rights Act of 1991 have for employers?
·
What are your overall
recommendations for the owner with regard to preparing a response to the EEOC
charge?
