Employee Sexual Harrasment

Q: Anyone who falsely believes such conduct is remotely legal is in serious need of the sexual discrimination training commonly provided in corporate and governmental human resource meetings. There is a difference between being legal, being moral, and escaping legal consequences. So then if an employer wants to avoid a charge of sexual discrimination and he wants to aproch one of his employees in this manner he can cover himself by aproching ALL of them so they don't feel left out and agrieved?

A: Aproching ALL of them so they don't feel left out and agrieved" will either get you assaulted and/or charged with sexual harassment. No doubt that some men in particular could be expected to exercise their objections in a violent manner. One example of ethical compliance was a small retail chain. The owner and two general managers married former subordinates. As soon as they began dating, the subordinates were obliged to resign from their jobs and get employment elsewhere. In each case, they were later married. One bad example of ethical compliance was a Fortune 500 corporation. Abuse was common, and anyone who complained was either laid-off in the next reorganization, fired for cause using falsified evidence, or badly harassed with intimidation tactics

until they were compelled to quit their jobs. Falsified performance evaluations were used as a tool for coercing cooperation from those who were approached for sexual favors. When a superior wished to reward an employee for accepting sexual advances, the superior would cause the performance evaluations of the other employees to be falsified. Since the burden of proof was always put on the shoulders of the plaintiff, it was a virtually impossible task to prove the complaint while the corporate managers ordered the shredding of the documentary evidence. Even the CEO was caught and eventaully punished for his sexual affairs, albeit quietly and with a golden parachute.