Analyze and prepare a critique of the following situation:
Mary has worked for Bob for two years. About 6 months ago, Bob asked
Mary out to dinner. They had a good time together and agreed that they
had some real interests in common outside of work. The pair dated for
two months. Mary initially liked Bob, but he was beginning to get
annoying. He called her all the time, was very pushy about her seeing
him, and wanted to control all aspects of her life; both at work and at
home. Mary decided to call it off.
When she told Bob that she did not want to see him personally anymore,
he went crazy on her. He told her she would be sorry and that he would
see to it that she regretted it. Bob began to make life miserable for
Mary at work. She suddenly started to get poor performance evaluations
after two years of exemplary reviews. Even the managers above Bob were
beginning to make comments about her poor attitude. Mary decided it was
time to act. She was worried she would be fired, all because Bob wanted
her to continue to date him. She loved her job and knew she did quality
work. She made an appointment with the HR manager.
Using the Civil Rights Acts of 1964 and 1991, discuss the type of sexual
harassment Mary thinks she is experiencing. What are the obligations of
the HR manager once Mary reports this? Discuss the likelihood that Bob
would be found guilty of sexually harassing Mary. If the HR manager
investigates and finds Mary is telling the truth, what should s/he do to
handle the situation so that the company is not found complicit by the
EEOC if further complaint is made? If found in Mary's favor, what
options does the HR manager have to remedy the situation?
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