Question

Paul worked at Tanya's Toy Store in the mall Tanya had quite a sense of humor and would often tell jokes in her store. When she told the joke about the difference between an adult's toy and a child's toy. Paul was very upset by the joke and let Tanya know he was not amused. Tanya figured Paul was just shy and did not take it personally. Tanya was also very friendly and up behind Paul and rub his shoulders while talking suggestively to him. In fact, when a new supervisor position o 0.72 lenged Paul to compete for the job by taking her out on a date! When Paul refused to take Tanya on a date, she gave the supervisor's position to another employee. Paul was very upset by the whole incident and decided to file a claim for sexual harassment (both hostle work enviro hostile work environment and quid pro quo) against Tanya. A jury agreed that Paul had been subjected to a nd awarded him damages hostile work environment and to quid pro quo sexual harassment a But what if the facts of the case were different?

Answer 1

Sexual harassment includes quid pro quo, where job rewards are offered for sexual favors, and hostile work environment harassment, where repeated offensive conduct creates an intimidating work space. Both are illegal under the Civil Rights Act of 1964 and Title IX. Victims have rights and protections against such behaviors.

Step-by-step explanation:

Sexual harassment is a serious issue that can occur in various forms within the workplace or educational settings. One form of sexual harassment is quid pro quo, which occurs when an individual in a position of power offers job-related rewards in exchange for sexual favors. This type of harassment is clearly evidenced when a supervisor offers a promotion, raise, or favorable job conditions contingent upon the employee agreeing to sexual requests. Hostile work environment harassment involves repeated conduct that makes the workplace intimidating, offensive, or hostile for the employee.

For instance, if Tanya consistently made sexual jokes, despite being informed that they were unwelcome, or touched Paul inappropriately, these actions could contribute to a hostile work environment. Furthermore, Tanya's proposition that Paul could earn a supervisor's position by taking her on a date is a clear example of quid pro quo harassment. Such behaviors are illegal under discrimination laws like the Civil Rights Act of 1964 and Title IX for educational institutions receiving federal funds.

In any case where sexual harassment is reported, an investigation is conducted to establish the facts and determine the appropriate course of action. It's important for victims of harassment to know that they have rights and that there are legal definitions and policies in place to protect against unwanted sexually-based behavior that affects employment status or work environment.

Answer 2

The answer is no. The judge would rule the same.

Step-by-step explanation:

Because the harasser can be anyone with the inappropriate behavior. And the victm of sexual harassment does not necessarily have to be the person directly being harassed, the victim could be an employee who is indirectly but negatively affected by the offensive conduct.

So in this case, if Paul was the one making unwelcome sexual advances, or requesting sexual favors, and other verbal sexual conduct hostile to the work environment, or even a customer, the judge would agree with the claimer, meaning, the judge would rule the same.