Sexual harassment is considered as a form of sex discrimination which occurs in workplaces. This is managed under the Title VII of the Civil Rights Act of 1964 (42 U.S.C.A. § 2000e et seq.), which mainly deals with the sex discrimination at the work place. Sexual Harassment has been defined as, ‘Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that tends to create a hostile or offensive work environment’ (Farlex Free Dictionary). The other legal definitions that have been provided include, ‘Quid Pro Quo Harassment: nbsp.Something for something. this is the you do something for me and Ill do something for you type of exchange. nbsp.This occurs when a job benefit is directly tied to an employee submitting to unwelcome sexual advances’ (Sexual Harassement Support, 2010). Also, ‘Hostile Environment Sexual Harassment: nbsp.This occurs when an employee is subjected to comments of a sexual nature, offensive sexual materials, or unwelcome physical contact as a regular part of the work environment’ (Sexual Harassement Support, 2010).
1995 Auto Corp has been given two claims of sexual harassment by the employees. The company should have taken a number of steps when this occurred. The company should have undertaken to a minimum the following steps which include an initial talk with the employee filing the complaint, interviewing of any potential witnesses, interview of the person who has been accused of the sexual harassment, documentation of all the events for the records of the company as well for legal requirements (Howard, 2007). The above mentioned are the minimum that need to be carried out, however if the company should have processed the claim effectively and should have apart from the abovementioned steps also assigned a separate human resources person for the case, to help reduce the repetition of the story to different people