Sexual Harassment Issues

1. It is possible that the men in the workplace described in this instance are confronted with a hostile work environment within the legal context of sexual harassment that is created by the behavior of the female employees, as outlined in the question. Before it can be established that a hostile workplace exists for these male workers, however, other determinations must be made. These other determinations are as follows:

Do the actions of the women in the workplace (as described in the question) rise to the level of creating a hostile environment within the context of employment law concerning sexual harassment?

If the answer to the about question is "yes", does it matter that females are sexually harassing males, instead of the other way around?

With respect to the first issue (above), the actions of the women in this workplace do rise to the level of sexual harassment. Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. The sexual harassment in this case results from a hostile environment that (a) is created by the behavior of the women and which (b) makes the male employees in the workplace feel uncomfortable to the point of interfering with their performance of their work. With respect to the second issue (above), the fact that women are the harassers and men are the harassed in this case is immaterial (Rene v. MGM Grand Hotel, Inc., 2002). Thus, one can conclude that a hostile work environment exists at the wo

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accommodate Darrel's religious needs (Abramson v. William Patterson College, 2001). The question then centers on the reasonableness of Darrel's request for his employer to accommodate his religious practices. Because of the critical need of the employer to have a full staff on hand most of the time to assure the realization of quality, timeliness, and cost targets, McFerrin, the employer felt that the business would not sustain the loss of one person, Darrel, out of a total workforce numbering less than 20 persons for two hours per day, three days a week in the middle of the work day on an ongoing basis week after week. McFerrin did offer to accommodate Darrel on those days when a full work force was not required in the shop with the proviso that Darrel's time off under such circumstances would not be compensated. The United States Supreme Court determined that an employer is not obligated to accommodate an individual's religious belief if it would require "more than a de minimis cost" (Trans World Airlines v. Hardison, 1977)." In this case, McFerrin would incur more than a de minimis cost if he were to attempt to accommodate all of Darrel's requested time off for religious practices. Thus, Darrel's request does not meet the

Category: Government - S