Most court cases involving harassment have dealt with male violators against females. However, five other types of harassment also exist. A diagram is used to analyze different types of harassment under different conditions. (Author/MLF)

Reexamines the right of employees to sit-in independently during arbitration between their union and their employer. Journal availability: See EA 511 946. (IRT)

Examines whether the prohibition against sex discrimination in Title VII of the Civil Rights Act of 1964 includes a prohibition against sexual harassment and the evolving theory in the federal court system that permits the plaintiff to include the corporate employer in her Title VII claim. (Author/IRT)

Discusses sexual harrassment guidelines which legally define the term as sex discrimination. While this is good for those facing harassment, it unrealistically places a socially-based problem on the shoulders of personnel managers. Points out the long-term benefits of a workplace free from harassment and intimidation. (JOW)

This document reviews the legal propriety of offering child care to employees and addresses the post-1981 federal income tax consequences of a child care benefit. One issue at hand involves the legal mandate to promote equal opportunity in employment. However, not all employees have the need for child care, and legal questions have been raised…

Challenges to compensation programs because of their disparate impact on men and women have been broadened. Criteria for a defensible and explainable job evaluation system are offered. (Author/MLF)

This publication presents the full text of the U.S. Supreme Court's decision in McDonald et al. v. Santa Fe Trail Transportation Co. et al., as written by Justice Marshall. Also included is a brief separate statement written by Justice Stewart, as well as a syllabus that summarizes the major issues in the case and outlines the main points of the…

Cites court cases and Equal Employment Opportunity Commission guidelines that affix employer liability for sexual harassment. Offers management advice on developing policies and practices for dealing with sexual harassment that are based on responses from 74 "Fortune 500" firms. (Author/MLF)

Provides a discussion of the definition of sexual harassment, the types of sexual harassment, the "reasonable woman standard," and employer liability for sexual harassment. Provides some suggestions for avoiding liability. (MLF)

Reviews the law and regulations developing in the area of employers' right to ban foreign languages during the work day. Management is advised to inventory the times, places, and occasions when English is essential and to publicize a rule covering such circumstances. (Author/MLF)

A practical approach to the prevention of sexual harassment is considered, and a study of sexual harassment as perceived by victims, the courts, and the Equal Employment Opportunity Commission (EEOC) is presented. Attention is directed to the sociology of sexual harassment and to the following possible responses available to victims of harassment:…

The Equal Employment Opportunity Commission's new guidelines, although untested in court, are consistent with prior Title VII case law in the areas of racial harassment and employer liability and more expansive though consistent with existing sexual harassment case law. They should also establish some specificity in the parameters of sexual…

Many federal laws, such as Title VII of the Civil Rights Act of 1964, have enabled women and minorities access to the workplace. These same laws have mandated that employers prevent discrimination against women and minorities, yet when employers utilize various strategies for eliminating discrimination in the workplace, they have found themselves…

The impact of Title VII of the 1964 Civil Rights Act on the mass media is the focus of this paper. The paper provides an overview of Title VII--noting that the wording of the act leaves the courts considerable discretion in determining what constitutes a violation--and separate discussions of the protection available to newsroom personnel in the…

Provides five guidelines to follow in developing alternative policy for accommodating employees' religious practices. Discusses two court cases where school systems lost to teachers because the schools did not make good-faith attempts to accommodate the teachers' religious needs. Includes outline of a board's comprehensive policy for religious…