Back to Back Issues Page
"How To Prepare For Your Termination Day"
March 09, 2014

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

Employee Rights News You Can Use

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

Filtering software may prevent you from receiving your issue of Your Basic Employee Rights eNews! To ensure that you never miss an email from us, please add us to your whitelist.

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

Date March 9, 2014!!

Issue #59

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

Hello!

Let's take a quick quiz on Sexual Harassment In the Workplace

1) True or false: Sexual harassment always involves conduct directed at the alleged victim.

2) Eric is easily angered. However, the employer considers him an asset. Therefore Lily the manager typically tells him to just calm down when he's ranting. One day, Eric's co-worker Vanice complains to Lily the women in the department think Eric’s angry yelling and ranting is harassment. Lily should:

a. Order Eric to stop this behavior.

b. Ask HR to investigate this matter as she should for an obvious allegation of sexual harassment.

c. Begin an investigation herself.

3) True or false: The most accurate way to recognize a non-obvious sexual harassment scenario is to ask yourself "Does that bother me"?

4) In this scenario, what did supervisor Thomas do wrong in reviewing Yvonne's complaint about co-worker Mike's sexually heavy conversations?

a. He told her she should watch her own conversations.

b. He assumed she didn’t mind hearing similar comments from other male co-workers,she shouldn't mind hearing them from Mike.

c. He dealt with Yvonne as "one of the fellas".

5) Shelia and Greg's cubicles are next to each other in an insurance company. Greg constantly curses using derogatory words about women. Rhonda the supervisor is aware of this. However she considers it trivial and does nothing. Eventually Shelia complains to Rhonda that Greg's cursing comments about women are offensive to her. Rhonda should:

a. Tell Greg his comments violate the company’s policy on sexual harassment and he’ll be disciplined.

b. Move Greg's cubicle to another part of the department away from Shelia.

c. Offer Shelia extra work privileges if she overlooks Greg's comments.

d. Issue an office correspondence prohibiting profanity.

6. True or false: A manager must completely investigate any complaint of sexual harassment.

7. What do these scenarios say the two main types of sexual harassment are?

a. Blatant and non-obvious.

b. Opposite-sex and same-sex.

c. Purposeful and accidental.

d. Quid pro quo and hostile work environment.

Answers are below....remember no cheating ;0)

That said let's get to it!

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

Let's get right into the 8th installment of...

"Learn What To Do If The Employer Is Setting You Up For Termination" series

"How To Prepare For Your Termination Day"

Follow or copy and paste the link.....

http://tinyurl.com/kovxy4c

If you have a problem with the link go to the site and click the "Termination Series" link on the NavBar and click the link at the bottom of each succeeding installment page thru to the 8th installment page.

Until next time, watching Your Basic Employee Rights back ;0)

Yancey

Oh yes....here's the answers to the Sexual Harassment In The Workplace quiz ;0)

1. True or false: Sexual harassment always involves conduct directed at the alleged victim. The Best Answer: False - Hostile sexual behavior observed or experienced by may still add up to harassment even when not directed at the employee – if it’s severe and pervasive enough.

2. Eric is easily angered. However, the employer considers him an asset. Therefore Lily the manager typically tells him to just calm down when he's ranting. One day, Erics co-worker Vanice complain to Lily the women in the department think Eric’s angry yelling and ranting is harassment. Lily should:

The Best Answer: b. Ask HR to investigate this matter as she should for an obvious allegation of sexual harassment. Mark could be targeting women because of their gender.

3. True or false: The most accurate way to recognize a non-obvious sexual harassment scenario is to ask yourself "Does that bother me"?

The Best Answer: False - The test is whether the situation would bother a “reasonable person.”

4. In this scenario, what did supervisor Thomas do wrong in reviewing Yvonne's complaint about co-worker Mike's sexually heavy conversations?

The Best Answer: b. He assumed she didn’t mind hearing similar comments from other male co-workers, she shouldn't mind hearing them from Mike. The same kind of sexual conduct may be welcome from one person and unwelcome – and therefore unlawful – from another.

5. Shelia and Greg's cubicles are next to each other in an insurance company. Greg constantly curses using derogatory words about women. Rhonda the supervisor is aware of this. However she considers it trivial and does nothing. Eventually Shelia complains to Rhonda that Greg's cursing comments about women are offensive to her. Rhonda should:

The Best Answer: a. Tell Greg his comments violate the company’s policy on sexual harassment and he’ll be disciplined. Rhonda should also tell Greg that HR has been informed. Greg will be disciplined and that Shelia should speak up if Greg's behavior continues.

6. True or false: A manager must completely investigate any complaint of sexual harassment.

The Best Answer: False - Generally, a manager seeks to understand what happened. It then is HR or the person responsible for enforcing the employers' sexual harassment policy to investigate the complaint. The company through its HR Department must fully investigate sexual harassment complaints.

7. What do these scenarios say the two main types of sexual harassment are?

The Best Answer: d. Quid pro quo and hostile work environment.

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

Employee Rights Educator, Coach, Trainer, Advocate, Internet Business Presence Consultant
http://www.You-Can-Learn-Basic-Employee-Rights.com
http://EmployeeRightsGuide.com
http://EmployeeWorkplaceRights.com
http://Employee-Rights-Questions.com (work in progress)
http://BasicEmployeeRights.com (really in progress)

=================================================

Workplace Bullying Is At Record Levels! Here's How You Can Stop The Bully At Work

====> http://ytdeomsite.com/overcome-bullying

=================================================

Word-for-Word Job Interview Answers to Use To Get Hired!

====> http://yvoncey.interview.hop.clickbank.net

=================================================

If you need an answer to an employee rights or other legal question, get an answer here at no cost!

===> http://tinyurl.com/3gughbu

==================================================

Can I Interest You in an Extra $250.00 a Day...?
Legitimate Online Jobs will show you how.

====> http://tinyurl.com/4ywdmef

=================================================

Here's a Special Free Video Series ($97 Value) This resource has been a tremendous help to my blogging efforts.

=====> http://tinyurl.com/3b7jvft

=================================================

SHARE YOUR THOUGHTS and INTERESTS!

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

If you find the info useful please recommend signing up for this newsletter to anyone you know that works for a living, they will thank you for it!

http://tinyurl.com/3zcc6dr

This newsletter is designed for YOU! Let us know what workplace issues concern you the most. Follow this link:

http://tinyurl.com/6wp5slp

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

I HAVE CONSTANT BASIC EMPLOYEE RIGHTS TWEETS ON TWITTER AT;

http://twitter.com/employeerights1

or

http://twitter.com/employmentright

or

http://twitter.com/360feedback1

or

http://twitter.com/fmlarights

or

http://twitter.com/workplacebully

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

CONTACT US

Email: newsletter@you-can-learn-basic-employee-rights.com

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

PUBLISHING SCHEDULE

Your Basic Employee Rights eNews is published the first week of the month, 12 weeks per year. From time to time we will publish special features that affect employees in the workplace. We may also offer third party resources that will be of benefit to you our valued subscriber.

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

DISCLAIMER

Note: Any and all information provided within this Newsletter/Ezine is for educational and general information purposes only. It is NOT INTENDED as legal advice. Please review this specific disclaimer;

www.you-can-learn-basic-employee-rights.com/disclaimer

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

Written by Yancey Thomas Jr.

Owner, You-Can-Learn-Basic-Employee-Rights.com

(c)copyright 2014 You-Can-Learn-Basic-Employee-Rights.com

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

Back to Back Issues Page