Final answer:
Disputes over sexual harassment or discrimination are addressed by following procedures outlined by the Civil Rights Act of 1964, Title IX, and the EEOC, with institutions required to maintain harassment-free environments. Reports should be documented and filed through appropriate channels, and failure to address them can lead to legal liability.
Step-by-step explanation:
Disputes regarding sexual harassment or discrimination are handled through a multilayered process that highlights the illegality of sexually-based behavior that is unwanted and adversely affects an individual's employment status or work environment. It is defined by the Civil Rights Act of 1964 and further supported by Title IX for educational institutions.
In the workplace, the U.S. Equal Employment Opportunity Commission (EEOC) is the federal agency overseeing these concerns, and the Supreme Court has mandated that employers are responsible for maintaining a harassment-free workplace. If you were being sexually harassed, it would be crucial to document the incidents and report them according to the established procedures of your workplace or educational institution.
Harassment does not have to be solely sexual and can relate to protected classes such as race, national origin, religion, and age. Educational requirements relevant to job performance and discrimination are also regulated by the EEOC. When incidents of sexual harassment or discrimination occur, it is important to report them to the appropriate authorities which may involve internal human resources departments, the EEOC, or taking legal action.
In educational settings, schools and colleges also establish their own codes of conduct to prevent sexual harassment, aligning with federal regulations and acting proactively to address power dynamics between students and faculty. Failure to address sexual harassment adequately can result in legal liability for the institution.