egations3. Be sensitive to the situation (EDS Corporate Policies).Along with the actual allegation of sexual harassment, EDS takes the truth within the testimonies of witnesses very seriously. In fact, the consequence for providing false information is as harsh as the consequence for committing the act of sexual harassment itself. The sentence for both violations may include termination of employment with EDS. By adopting a similar sexual harassment policy, including severe penalties, Firestone could provide a “workplace free from sexual harassment and other unlawful behavior” (Ethics and Business Conduct).Research concerning similar court cases and a careful reading of the EEOC Compliance Manual supports the conclusion that Susan Parker was sexually harassed in her workplace. Although there is no conclusive evidence that Randy Louvenberger used her conversation with him as a deciding factor in the denial of her promotion, she was clearly sexually harassed through the establishment of a hostile environment. If stronger evidence, such as conversations with co-workers regarding the promotion decision, proved that Randy Louvenberger did not promote Susan Parker because of their conversation regarding his comments, Susan Parker could also claim sexual harassment on the quid pro quo basis of sexual harassment. Sexual harassment is a severe violation of an individual’s personal rights and of the rights of the people surrounding the victim. Thus, it should be taken seriously and investigated immediately and thoroughly. Not only does sexual harassment create a hostile environment for the company’s employees, it creates an environment which may offend prospective clients and permanently taints the company’s reputation. ...
