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In United States labor law, a hostile work environment exists when one's behavior within a workplace creates an environment that is difficult or uncomfortable for another person to work in, due to illegal discrimination. However, a working environment that is unpleasant and frightening for the victim due to sexual advances that have been denied by the victim, is what constitutes hostile work environment sexual harassment. Common complaints in sexual harassment lawsuits include fondling, suggestive remarks, sexually-suggestive photos displayed in the workplace, use of sexual language, or off-color jokes. Small matters, annoyances, and isolated incidents are usually not considered to be statutory violations of the discrimination laws. For a violation to impose liability, the conduct must create a work environment that would be intimidating, hostile, or offensive to a reasonable person. An employer can be held liable for failing to prevent these workplace conditions, unless it can prove that it attempted to prevent the harassment and that the employee failed to take advantage of existing harassment counter-measures or tools provided by the employer.
Sexual harassment is a type of harassment involving the use of explicit or implicit sexual overtones, including the unwelcome and inappropriate promises of rewards in exchange for sexual favors. Sexual harassment can be physical and/or verbal. Sexual harassment includes a range of actions from verbal transgressions to sexual abuse or assault. Harassment can occur in many different social settings such as the workplace, the home, school, or religious institutions. Harassers or victims can be of any gender.
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Work–family conflict occurs when an individual experiences incompatible demands between work and family roles, causing participation in both roles to become more difficult. This imbalance creates conflict at the work-life interface. It is important for organizations and individuals to understand the implications linked to work-family conflict. In certain cases, work–family conflict has been associated with increased occupational burnout, job stress, decreased health, and issues pertaining to organizational commitment and job performance.
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Organizational conflict, or workplace conflict, is a state of discord caused by the actual or perceived opposition of needs, values and interests between people working together. Conflict takes many forms in organizations. There is the inevitable clash between formal authority and power and those individuals and groups affected. There are disputes over how revenues should be divided, how the work should be done, and how long and hard people should work. There are jurisdictional disagreements among individuals, departments, and between unions and management. There are subtler forms of conflict involving rivalries, jealousies, personality clashes, role definitions, and struggles for power and favor. There is also conflict within individuals – between competing needs and demands – to which individuals respond in different ways.
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Domestic violence within lesbian relationships is the pattern of violent and coercive behavior in a female same-sex relationship wherein a lesbian or other non-heterosexual woman seeks to control the thoughts, beliefs, or conduct of her female intimate partner. In the case of multiple forms of domestic partner abuse, it is also referred to as lesbian battering.
In Malaysia, sexual harassment, as defined by the Employment Act 1955Archived 11 November 2020 at the Wayback Machine, is “any unwanted conduct of a sexual nature, whether verbal, non-verbal, visual, gestural or physical, directed at a person which is offensive, humiliating or a threat to their well-being”. The Act does not distinguish between male and female or employer and employee. As such, sexual harassment can be committed by a female against a male, or an employee against an employer.
References
- ↑ "ISNI 0000000083018206 Mainiero, Lisa A. (born 1957-01-18)". www.isni.org. Retrieved June 17, 2018.
- ↑ "Study says office romance can help". Asbury Park Press. September 1, 1987. Retrieved May 9, 2018– via Newspapers.com.
- ↑ Mainiero, Lisa (1983). Coping With Powerlessness: Power Balancing Strategies Employed by Men and Women Under Conditions of Related Dependency in Organizational Settings (PhD thesis). Yale University. ProQuest 303195683.
- ↑ Taylor, Frances Grandy (August 7, 1989). "Despite the Risks, Office Romances Remain Attractive". The Los Angeles Times. Retrieved May 9, 2018– via Newspapers.com.
- ↑ "Dr. Lisa A. Mainiero". Fairfield University. Retrieved May 9, 2018.
- ↑ Taylor, Frances Grandy (July 24, 1989). "Smitten workers may have hearts in right place". Tampa Bay Times. Retrieved May 9, 2018– via Newspapers.com.
- ↑ Schellhardt, Timothy D. (November 3, 1991). "Beauty can hinder a competent woman". The Palm Beach Post. Retrieved May 9, 2018– via Newspapers.com.
- ↑ Mainiero, Lisa A.; Sullivan, Sherry E. (2006). The Opt Out Revolt: Whe People are Leaving Companies to Create Kaleidoscope Careers. Mountain View, Calif.: Davies-Black Pub. ISBN 9780891063322. OCLC 243598672.
- ↑ Reviews of Office Romance: Love, Power & Sex in the Workplace:
- Fichtner, Margaria (July 11, 1989). "Corporate Love: Office romances work their way into company time". Tallahassee Democrat– via Newspapers.com.
- Rubin, Sylvia (April 11, 1991). "Companies ease 'relations' rules". The Anniston Star– via Newspapers.com.
- The New York Times (March 24, 1991). "Romance on the job embraced by more firms". The Salina Journal– via Newspapers.com.
- Zlatos, Christy (May 1989). "Office Romance: Love, Power & Sex in the Workplace". Library Journal. 114 (9): 81.
- "Clocking in to work and love not corporate approved". The Jackson Sun. August 7, 1989 – via Newspapers.com.
- ↑ Reviews of Managing Power Through Lateral Networking:
- Konczak, Lee J. (Winter 2000). "Managing Power Through Lateral Networking". Personnel Psychology. Durham. 53 (4): 1021.
- ↑ Reviews of The Opt-Out Revolt: Why People Are Leaving Companies To Create Kaleidoscope Careers:
- Baruch, Yehuda (February 2007). "The Opt-Out Revolt: Why People Are Leaving Companies To Create Kaleidoscope Career". Academy of Management Perspectives . 21 (1): 80–82. doi:10.5465/amp.2007.24286171.
- Senior, Heidi (September 2006). "The Opt-Out Revolt: Why People Are Leaving Companies To Create Kaleidoscope Career". Library Journal. 131 (14): 155.
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