Stop Them Before They Hurt Someone!
The U.S. Equal Employment Opportunity Commission reports that “sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964“.
Further:
“Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to or rejection of this conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance or creates an intimidating, hostile or offensive work environment.”
“Sexual harassment can occur in a variety of circumstances, including but not limited to the following:
1. The victim as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex.
2. The harasser can be the victim’s supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee.
3. The victim does not have to be the person harassed but could be anyone affected by the offensive conduct.
4. Unlawful sexual harassment may occur without economic injury to or discharge of the victim.
5. The harasser’s conduct must be unwelcome.
It is helpful for the victim to directly inform the harasser that the conduct is unwelcome and must stop. The victim should use any employer complaint mechanism or grievance system available.
When investigating allegations of sexual harassment, EEOC looks at the whole record: the circumstances, such as the nature of the sexual advances, and the context in which the alleged incidents occurred. A determination on the allegations is made from the facts on a case-by-case basis.
Prevention is the best tool to eliminate sexual harassment in the workplace. Employers are encouraged to take steps necessary to prevent sexual harassment from occurring. They should clearly communicate to employees that sexual harassment will not be tolerated. They can do so by establishing an effective complaint or grievance process and taking immediate and appropriate action when an employee complains.”
One of our daughter’s friends has been working (her first job) at a nearby Steak House as a waitress. She just turned 17 yrs. old and has been experiencing unwanted remarks, jokes etc. from another new employee – a married, 25 yr. old man. Tonight he finally went way over the line and grabbed her in the kitchen, then started dragging her around as if he was dancing with her, and began kissing her on the neck. I was absolutely disgusted and seriously considered parking behind his car and waiting for him after work.
Because of this deviant, antisocial behavior, our daughter’s young friend wants to quit her new job “and just get away from the place”. We don’t agree. My wife and I tried to counsel the girls that this sort of thing needs to be reported to the family, employer, and finally to the Police if she wants to make sure this man never does this again – to anyone!
These types of deviants play on the ignorance of youth and use it to shelter their repulsive behavior. Rather than worrying about losing his job and going to jail, he’s at home relaxing with his unlucky wife and children, while our daughter’s friend is crying and sobbing about it, while feeling too embarrassed to do or say anything to the restaurant owner – the “perp” – or the police.
We tried to explain to her that she was victimized and didn’t do anything wrong, and that it was very important that she take action – quickly – by reporting this matter to her parents, and employer, at the least. I’m not sure if this is a police matter at this point, but I advised her to report it anyway. (I told you I thought police officers were very necessary for some people) – like the helpless victims of such treatment as our little friend got tonight. I won’t rant about what my approach to this would be – it’s laughable anyway – if you didn’t know me!
So you ask, how do I prove that the sexual conduct was unwelcome? Well, you may show that the conduct was unwelcome by showing; emotional distress, deteriorating job performance, avoiding the harasser, by telling friends and/or family of the harassment, telling the harasser, or other company representative of the harassment, and finally, by the absence of evidence showing that the conduct was welcomed or encouraged.
Please stop these people NOW – immediately – these are the sort that begin by abusing – but some continue to progress to rape, kidnapping and/or rape, and a percentage go on to begin the life of a serial killer. Now this may sound extreme – and it may be in this case – we don’t know yet. But, I challenge you to read case studies on serial killers and show me that most don’t engage in a pattern of this behavior early in their careers and progress to full blown monsters. Then again, some guys just don’t know when enough is enough.
That said, I fall back on my SOP – telling people what happened – NOW!!
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