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"Analytics involves studying the effects of certain decision or events, or to evaluate the performance of a given scenario. The goal of analytics is to improve the business by gaining knowledge which can be used to make improvements or changes."
"Plaintiffs continue to sue employers for Sexual Harassment in ever increasing numbers." In order for companies to address these concerns professional investigators will perform a workplace analysis to accurately determine the particulars of a complaint.
Sexual Harassment investigations involve on-site interviews of the alleged victim and witnesses. "When a workplace investigation is conducted at the direction of counsel, it may
Sexual Harassment is defined as unwelcome conduct including to all those in the work environment who must witness or overhear the conduct. Some forms of unwelcome conduct include the following:
- Unwelcome sexual advances
- Teasing (can become very aggressive)
- Suggestive looks
- Body language etc…
These types of behaviors constitute non-normative conduct for the work environment. Such behavior is the deconstruction of person-hood through sexual objectification.
Sexual objectification "can be roughly defined as the seeing and/or treatment of a person, usually a woman, as an object."
Martha Nussbaum (1995, 257) has identified seven features that are involved in the idea
Sexual violence against women in the workplace has a long and disturbing history according to researcher Louis F Fitzgerald. He notes the following:
"Sexual Harassment has been a fixture of the workplace since women first began to work outside the home. Although true epidemiological studies do not exist, large scale surveys of working women suggest that approximately 1 of every 2 women will be harassed at some point during their academic or working lives. The data indicate that harassment is degrading, frightening, and sometimes physically violent; frequently extends over a considerable period of time; and can result in
Louise F. Fitzgerald is an able and thorough researcher who has carefully documented the unfortunate reality of sexual violence against women in the workplace that extends back to Colonial America.
Leaping forward in time, however, this researcher notes that under the Civil Rights Act of 1964 unwelcome sexual behavior in the workplace became theoretically illegal, but it was not until 1980 that a legal definition of sexual harassment came into existence.
It was the Equal Employment Opportunity Commission (EEOC) that issued its now well-known guidelines outlining two broad classes of prohibited behavior:
"Attempt to extort sexual cooperation by means of subtle
The physician-theologian Luke recorded a very extraordinary narrative in chapter 13:10-13 of his Gospel document. The narrative report begins by stating that Jesus had been teaching in a synagogue on a Sabbath day. It was both his custom, and practice to teach on the Sabbath day.
Luke records that while Jesus was teaching, a woman appeared in the synagogue that had a very interesting medico-spiritual condition. She had a Spirit of infirmity (weakness) that had been with her for eighteen years; and this Spirit of infirmity had caused her to have a chronic condition that made her “bowed together”. She
A: Ask the offender to stop. Is this REALISTIC? Problem: A comment I often hear is “why don’t people just address the problem before it gets out of hand.” Employee’s SHOULD just let people know if they are upset. Great in theory, however, research reflects that conflict avoidance is more the norm for a variety of reasons including: Fear Retaliation Face saving Lack of confidence Power difference and more Reality: Crucial Conversations Co-Author Joseph Grenny concluded that 95% of employees struggle with confronting people on important matters. That means 5% of our employees handle communication well in the
The classic novel “The Picture of Dorian Gray” by Oscar Wilde is about a supremely self-centered individual who made a wish that a painted portrait of himself would age and he would not. The disturbing wish was granted and he spent his timeless youth in the pursuit of ruinous sensual indulgence. Those who saw him could not believe the many sordid tales of his moral abandon and sexual mischief because they believed that such behavior would be written upon the face of such an individual. Because Dorian Gray had a very handsome face and was well spoken it was believed
I have received training as a Sexual Assault Victim Counselor and Advocate in accordance with the Governor's Office of Emergency Services and in compliance with Evidence Code 1035.2 of the State of California. During one training session the assistant DA told us of a case in which a young man was brought to trial for sexual assault upon a minor female. There was an incredible amount of evidence presented in the trial by the assistant DA, and other evidence that was not admitted by the judge in the case.
In spite of the evidence, the jury unanimously voted the young man not
The destructive power of incest and sexual abuse has been ably captured by the the prophetic genius of its survivors:
"My father had forever deserted me, leaving me only with memories which set an eternal barrier between me and my fellow creatures…[His] unlawful and detestable passion had poured its poison into my ears, and changed all my blood, so that it was no longer the kindly stream that supports life but a cold fountain of bitterness corrupted in its very source. It must be the excess of madness that could make me imagine that I could ever be
It is very important for businesses to know:
"Both California and Federal law generally define sexual harassment as unwanted sexual conduct of to main types: quip pro quo harassment and hostile environment harassment. Quid pro quo harassment occurs when employment is conditioned, expressed, or implied, on submission to unwelcome sexual advances (such as a supervisor saying, "If you want to keep your job, you'd better have sex with me."
"The more frequent type of sexual harassment, hostile environment, generally occurs when the employee's work environment is made hostile or abusive by sexual misconduct. Under the Fair Employment and