A. (1982). Responses to sexual harassment on the job: legal, organizational, and individual actions. Journal of Social Issues, 38(4), 5–22. Article Google Scholar Los Angeles Commission on the Status of Women. (1992). Report on the City of Los Angeles 1992 Sexual Harassment Survey. ...
•Set limits for everyoneon things like alcohol, how long/late the event runs, and an agenda of (appropriately) fun activities. Historically, drinking can be a gateway activity to all sorts of sordid interactions. To manage the risk, some organizations have found it very helpful to “ticket...
Sexual harassment on the job by William Petrocelli and Barbara Kate Repa (Nolo Press self-help law, 1) Nolo Press, c1992 1st ed., National ed W Petrocelli,BK Repa - Nolo Press 被引量: 33发表: 1992年 Optimal Training for Opposite-Sex Managers. Training employees separately based on gende...
and turnover intention in the ministry of economy, Kabul Afghanistan. To find out whether sexual harassment exists and does it have impact on job satisfaction and turnover intentions of the employees. For this purpose the primary data is being collected through a structured questionnaire developed ...
BONITA SPRINGS, FL – Interactyx, the developer of TOPYX® , a leading learning management system (LMS), and Traliant , an innovator in online compliance training, today announced a partnership to integrate workplace discrimination and harassment training into the TOPYX learning management platform...
That this opinion was reasonable, based on the information I had available at the time. That it wasn’t stupid at all, and that I’m not about to judge someone for having an opinion that I once did. (Only now, in my 40s, have I finally learnt it’s easier to persuade people by ...
judgment, although in his order denying summary judgment, Judge Broderick wrote “there’s sufficient evidence, albeit perhaps barely so” to avoid summary judgment. And there was also evidence that the client’s job performance was lacking and that she was often late and insubordinate. On top ...
Drawing on the work–home resources model, this study investigated the relationship between sexual harassment perceived by employees in the workplace
“A male bi-sexual chef groped myself and other male crew on board.” Along with a plethora of unnecessary/unwanted sexist comments, the reasons for not reporting the harassment include: “I would lose my job.” “No one would believe me.” ...
working women and 12.5 percent of the working men feel they have been sexually harassed on the job (Bradshaw 1987; Niven 1992). While sexual harassment is not actually perpetrated by the organization, the EEOC holds the employer responsible for its prevention, and courts consequently hold the ...