Public Policy and Law Essay Example | Topics and Well Written Essays - 3000 words

Public Policy and Law - Essay ExampleThe capable Employment fortune Commission (EEOC) has discovered several major weaknesses in the anti- worrying policies and processes in mevery agencies. This essay discusses the definition of intimate badgering, as well as the relevant laws, case laws, and the current figures and scenarios. Introduction Cases of familiar harassment in the body of work is well documented and widely known. Catharine MacKinnon led the campaign for cozy harassment to be adjudge as a rightful issue under the 1964 Civil Rights Acts sex favouritism requirements (Mink 64). Before sexual harassment was acknowledged by the U.S. Supreme Court as a valid type of sex discrimination forbidden by federal law in its resolution in Meritor Savings Bank v Vinson in 1986, numerous lower courts had wrestled with the difficult problems posed by sexual harassment (Mink 64). Numerous lower courts had declined to acknowledge sexual harassment as a valid provoke of action, claiming that courts should not investigate or examine explanations of human doings in the workplace. Human conduct or behavior, according to these courts, embodied a slippery slope that would require a much big number of federal judges, or that it would dramatically increase the number of court cases (Achampong ix). The invalidation of these decisions was an acknowledgment of the ingenuousness that sexual harassment is a criminal conduct that brings about a valid cause of action. Definitions, applicable Laws, and Case Laws The 1990s have witnessed a sharpened awareness in society about sexual harassment, and a persistent, very important move toward total prevention of sexual harassment in the workplace (Bakirci 17). However, there is no direct and simple definition for sexual harassment. However, any definition in any policy should be clear and straightforward without leaving out the key legal principles (Orlov & Roumell 61) Sexual harassment is against the law. Any conduct of a sexual nature with or between coworkers or other managers could be considered sexual harassment. Anyone who breaks the law will be punished. All policies pertaining to sexual harassment must explicitly prepare that sexual harassment is a type of sexual discrimination prohibited by Title septette of the 1964 Civil Rights Act or federal employment discrimination laws and nearly all other anti-discrimination laws. The policies of the Equal Employment Opportunity Commission (EEOC) policies sexual harassment must be used. Most companies integrate them into their guidelines because they supply a quite precise and definite legal description of sexual harassment. The EEOC defines sexual harassment in this way (Achampong 201) Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when (1) submission to such(prenominal) conduct is made either explicitly or implicitly a term or condition of an individuals employ ment, (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individuals, or (3) such conduct has the purpose or effect of unreasonably interfering with an individuals work performance or creating an intimidating, hostile, or offensive work environment. Nevertheless, any definition of sexual harassment must not end with the EEOC policies. They are simply the basis for a definite and brief definition. The conglomerate forms of sexual harassm