Sexual Harrassment

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Introduction

Sexual harassment in the work place refers to unwanted sexual advancements in the work place . Perpetrators of sexual harassment in the work place include colleagues , managers and supervisors although sexual harassment can be initiated by junior employees and directed to the senior members of staff . Sexual harassment is a major challenge in today 's work place and it is the role of HR Managers to make sure it is prevented and if it happens , it is dealt with according to the law . At

Medicaid there are policies to address the problem of sexual harassment These policies include stiff penalties for sexual harassment offenders dismissal after found guilty , as well as facing criminal charges if the nature of sexual harassment constitutes of penal offences such as rape This discusses sexual harassment in the work place , policies and laws , which are aimed at preventing it as well as the impact of the sexual harassment in the work place with particular emphasis of Medicaid

According to (Adler , 2004 . 45-68 ) over 15 ,000 sexual harassment cases are reported in the US annually and the rate is expected to rise in the next 5 years . At Medicaid , there are no clear statistics on incidences of abuse but often there are media reports of such cases . Although both men and women are affected , women are worst affected by sexual harassment in the workplace . Sexual harassment is defined as a form of sex discrimination which acts in violation with the recommendations of the US equal employment opportunity and as the law states , in the Title VIII , Civil Rights Act of 1964 (Stauffer , 1988 . 750-821 any of the following acts or behaviour constitutes sexual harassment in the work place and it is the same case at Medicaid : unsolicited sexual advancements which are not welcome , requests by managers for sexual favours in return for promotion , or salary increment , physical advancements which can psychologically or mentally affect an employee 's work output , as well as verbal exclamations with sexual connotations which are aimed at degrading a person in connection with their gender (Sepler , 1990 . 63-69

The above are relevant issues to Human Resource Managers in that they affect employees ' performance in the workplace environment in that , it may cause conditions un-conducive to the workers who are victims of the sexual harassment . Besides adhering to the federal and state laws on sexual harassment at Medicaid , the organization has put in place measures , which are aimed at preventing sexual harassment in the work place . Such preventive measures at Medicaid include the communication of the policies and laws regarding sexual harassment to workers . The preventive measures include ongoing programs , which constantly keep on sensitizing employees on the issue of sexual harassment . The human resource department at Medicaid is tasked with the responsibility of ensuring that , they have a mechanism of handling sexual harassment complaints and charges so as to prevent exposing victims and perpetrators until their cases are resolved or determined

The 1964 Title VII of the...