By Mari Florence
Considers the explanations intercourse is this kind of obdurate factor within the office and provides sensible ideas to companies. After approximately generations of legislation, politics and company practices geared toward balancing gender roles within the place of work, intercourse is still an important resource or criminal and monetary difficulties for American businesses. And their employees.
About the Author
Mari Florence is a Los Angeles-based journalist and writer. Her prior books contain The Enterprising lady and the SO/HO table Reference consultant. She additionally runs rather nice Books, a publishing corporation that specializes in themes of neighborhood L.A. tradition.
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Extra resources for Sex at Work: Attraction, Harassment, Flirtation and Discrimination
Example text
As in so many aspects of life at the dawn of the 21st Century, we are quick to see ourselves as victims of one sort or another in—and out—of the workplace. Today’s employees are quick to look for someone to blame, preferably someone they can sue for a lot of money. Statistically, the stock market is a better bet, but often times, an employer will do. Besides, society is creating a monster out of antidiscrimination and anti-harassment lawsuits. Some of the same laws that were designed to protect women are turning around to bite them.
But Gupta would not sign the Dean’s draft. As a result, a Florida Atlantic attorney prepared a proposed informal settlement agreement which was presented to Gupta in March of 1995. Gupta didn’t find this proposal acceptable, either. The matter was referred to Paula Behul, Florida Atlantic’s Director of Equal Opportunity Programs. Behul asked Gupta to describe in writing the parts of the settlement agreement she found objectionable. Gupta didn’t responded to Behul’s request. In September 1995, Behul met with Gupta and asked Gupta to submit a written response to the proposed agreement by October 9, 1995.
The Burlington defense is useless against punitive damages when the officers who engage in illegal conduct are senior enough to be considered proxies for the company. Although the purpose of Title VII is served by rewarding employers who adopt antidiscrimination policies, it would be undermined if those policies were not implemented. That lack of implementation would mean that the policies served only as a device to allow employers to escape punitive damages for the discriminatory activities of their managerial employees.