PUBLIC ADMINISTRATION & SEXUAL HARASSMENT: OUTLINE
III. Organizationa and Social Issues Related to Secual Harassment
C. Reasonableness and the reasonable person
IV. Application, Confidentiality, and Organizational Policies
A. Sexual harassment policies and confidentiality
B. Elements of effective sexual harassment policies
V. Sexual Harassment and Ethics and Organizational Theory
VI. Evaluating Sexual harassment in the Organization
PUBLIC ADMINISTRATION & SEXUAL HARASSMENT
This research reviews issues of sexual harassment relevant to a municipal government with approximately 2,000 employees serving a community with approximately 125,000 inhabitants. The issues relevant to sexual harassment affect all of the human resource management policies of a municipal government organization, as well as risk management policies.
Sexual harassment was not prominent in the initial applications of the Civil Rights Act of 1964. Over time, interpretations of the Title VII ban against sex discrimination expanded Title VII to include sexual harassment, of which there are two basic types รน quid pro quo and the hostile (or abusive) work environment (Lee & Greenlaw, 1995).
Quid pro quo harassment involves tangible aspects of an employee's job. In this type of case, a plaintiff (target of sexual harassment) attempts to prove that the sexual harasser denied the plaintiff access to job benefits. Examples of such job benefits are promotions and salary increases denied because the plaintiff did not provide sexual favors to the sexual harasser. Conversely, a sexual harasser may eliminate job benefits for a similar reason. Examples are discharge and demotion. One perception of quid pro quo sexual harassment is that it amounts to sexual extortion. Regardless of the form it assumes, it is invariably debilitating to the morale and motivation of targets (the people harassed). Allowed to exist unchecked, sexual harassment may ...