rs should clearly communicate to employees that sexual harassment will not be tolerated by anyone regardless of gender. They can do so by establishing an effective complaint or grievance process and taking immediate and appropriate action when an employee complains.Statutes. The Equal Employment Opportunity Commission (EEOC) was created to enforce Title VII of the Civil Rights Act of 1964, the employment provisions of the country's landmark civil rights legislation. Today, EEOC also enforces the Equal Pay Act of 1963, the Age Discrimination in Employment Act of 1967, the Rehabilitation Act of 1973, the Americans with Disabilities Act of 1990 and the Civil Rights Act of 1991. The EEOC COMPLIANCE MANUAL states: An employer may be responsible for the acts of non- employees, with respect to sexual harassment of employees in the workplace, where the employer (or its agents or supervisory employees) knows or should have known of the conduct and fails to take immediate and appropriate corrective action. In reviewing these cases the Commission will consider the extent of the employer's control and any other legal responsibility which the employer may have with respect to the conduct of such non-employees. Reporting offensive behavior to employers or local authority can be done in person or through the person designated to handle Sexual Harassment complaints. When taking someone under a sexual harassment charge and following the proper procedures, justice will be served.Sexual harassment is very common in our world today. It occurs in houses, public places, hotels, and restaurants, but most often in the workplace. It is important to recognize when sexual harassment occurs and to confront the person making these unwanted sexual advances. Just as important, confronting your employer on their responsibilities of creating and maintaining a safe work environment between employees and customers. Reporting offensive behavior to employers or loc...
