b) That any harrassment was a result of the relationship gone sour, not becuase
ID: 373990 • Letter: B
Question
b) That any harrassment was a result of the relationship gone sour, not becuase of her sex and was not a violation of the Civil Rights Act.
It is not a) because:
To violate Title VII of the Civil Rights Act of 1964, harassment becomes illegal only when
1) enduring the offensive conduct becomes a condition of continued employment,
or 2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive
The female employee doesn't appear to be subjected to anything intimidating, hostile or abusive and neither does it affect the continuity of her employment
It is not c) because:
According to EEOC policy - "the employer company is automatically liable for harassment by a supervisor that results in a negative employment action such as termination, failure to promote or hire, and loss of wages."
So the employer company in this case is liable.
Therefore it is b)
To quote the EEOC policy -
“A female charging party who is denied an employment benefit because of sexual favoritism would not have been treated more favorably had she been a man, nor, conversely, was she treated less favorably because she was a woman.”
Explanation / Answer
The text refers to a case where a female employee broke off an afair with her male supervisor. She then began receiving poor performance evaluations. The court held
a. That this was a violation of the Civil Rights Act as an act of sexual harrassment.
b. That any harrassment was a result of the relationship gone sour, not becuase of her sex and was not a violation of the Civil Rights Act.
c. That the individual supervior was guilty of sexual harrassment, but not the employer company.
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