Source Analysis
Sexual Harassment in the Civilian Sector
Military versus Civilian Judicial Handling
of Sexual Harassment
This article provides
a brief look into the difference between how the military handles sexual harassment cases and how the civilian sector handles
them. From cases they have been reviewed, it seems likely that the military can actually learn from the civilian sector on
how to handles these types of cases better. It seems as if sexual harassment in the military happens a lot more often than
in civilian sector. As the article mentioned, this may be because military personnel do not really have any reason to stop
such actions. When sexual harassment cases occur in the civilian sector, the employer may be held liable for the complaint.
But in the military, only the person who committed the act is held liable. This doesn't help deter from committing such acts.
Greenlaw, Paul S., and
William H. Port. "Military versus civilian judicial handling of sexual harassment cases." Labor Law Journal 44.n6 (June
1993): 368-374. General OneFile. Gale. VA Comm Coll Cons System Office. 2 Dec. 2007
<http://find.galegroup.com.ezproxy.vccs.edu:2048/ips/start.do?prodId=IPS>.
Sexual Harassment Not A Thing Of The Past
Though many companies
now teach their employees how to prevent sexual harassment in the work place, it seems as if that most of the time that still
doesn't solve anything. One company in 1999 was sued over a charge that claimed that over a 13 year period, its women employees
were constantly being verbally and sexually harassed yet the company refused to do anything. Though the company dismissed
the charges, settlements were made. Part of the settlements included revising their sexual harassment prevention policies.
As the EEOC said, "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," Some advice given for future reference is for companies to start adopting strong anti-harassment policies,
and also to train their employees regarding sexual harassment issues - how to understand it, recognize it and correct it.
Stewart, Bonnie. "Sexual
harassment not a thing of the past. (Issues@Work)." Fairfield County
Business Journal 42.20 (May 19, 2003): 4(1). General OneFile.
Gale. VA Comm Coll Cons System Office. 2 Dec. 2007
<http://find.galegroup.com.ezproxy.vccs.edu:2048/ips/start.do?prodId=IPS>.
Concern Shown
Over Rising Trend of Sexual Harassment at Workplaces
Sexual harassment
cases are prevalent everywhere, not only here in the United States. Just three months ago in Karachi, Pakistan, a seminar was held,
stressing the need to introduce better regulations concerning sexual harassment in the workplace. Women there fear that not
only are they experiencing sexual harassment at work, but they also fear that this social evil acts may rub off on their children
if it is not dealt with soon. Sexual harassment cases are something that people should take seriously and find ways to prevent
it from happening. It is something that women from all societies experience; and having it be promoted even through movies
does not help the situation. Many believe the prevalence of such acts in the workplace is due to absence of labor unions.
Because of this, participants urge that more seminars be held to educate people about sexual harassment and how to avoid it
and/or deal with it. During that day, it was also declared that December 22 nd be the Day Against the Sexual Harassment
in the Workplace.
"Concern shown over rising
trend of sexual harassment at workplaces." PPI - Pakistan
Press International (Sept 28, 2007): NA. General OneFile. Gale. VA Comm Coll Cons System Office. 2 Dec. 2007
<http://find.galegroup.com.ezproxy.vccs.edu:2048/ips/start.do?prodId=IPS>."
