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Get Help Now!Draft a performance action plan for a company to follow when providing discipline in response to complaints of sexual harassment.
Sexual harassment is morally wrong and legally actionable. Most sexual harassment claims are made under Title VII of the Federal Civil Rights Act of 1964. It provides that “it shall be an unlawful employment practice for an employer . . . to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual’s race, color, religion, sex, or national origin.” Please see the references below.
In a series of major decisions in 1998, the United States Supreme Court clarified and broadened the law. In a unanimous decision in March, 1998 the Court said: “When the workplace is permeated with discriminatory intimidation, ridicule, and insult that is sufficiently severe or pervasive to alter the conditions of the victim’s employment and create an abusive working environment, Title VII is violated.” Please see the references below.
The Federal Equal Employment Opportunity Commission (EEOC) has defined sexual harassment as “unwelcome sexual advances, requests …
