nature. For example, a supervisor or manager might threaten to fire an employee that does not consent to a sexual relationship. A supervisor might also offer inducements as well as threats. These inducements might include paid overtime, more desirable jobs, better assignments, promotions and raises.
Workplace sexual harassment often occurs when workers feel unable to object or do anything to stop the behavior. This may be because they believe they may be terminated or discriminated against if they object to the harassment, or report the incident. Sexual harassment often is goes unreported because the worker is too traumatized, too upset or too embarrassed to report the incident or are unsure about who they can trust and to whom the problem should be reported.
According to Soycher, the laws governing sexual harassment in the United States include an exemption that employers in the private sector can use to avoid liability. Specifically, if the employer was not aware that sexual harassment was occurring, and was not in a position to know about the harassment, and the organization provided training or information to supervisors and managers explaining that sexual harassment would not be tolerated, and if the company took prompt and appropriate action once the sexual harassment was reported then the company cannot be successfully sued by the employee who was the victim of workplace sexual harassment (Soycher, 2002).
One area of evolving workplace regulation is an employer's right to fire an employee and conversely an employee's rights to job protection. Most companies in the private sector follow the doctrine of employment at will. Employment at will means that an employer has the right to fire an employee at any time and for any reason o
...