Every public and private employer in the State of California (except the federal government and religious, non-profit corporations or associations) is subject to the California Fair Employment and Housing Act’s (FEHA), which prohibits against sexual harassment in the workplace. Individual supervisors, managers and non-supervisory employees are individually subject to the FEHA’s anti-harassment provisions. The goal of the FEHA is to familiarize supervisors and managers with their responsibilities under California law for responding to, and preventing, sexual harassment. Although federal law imposes similar duties as those required by the FEHA, there are some important differences that will be highlighted in my paper.
Zero Tolerance Policy
It is the policy of each department to provide all employees with a safe, harassment-free work environment. All employees are expected to behave professionally and respectfully while interacting with others without regard to classification, job title, or function. Discriminatory or harassing conduct will not be tolerated. Any such behavior that does occur will be immediately addressed and appropriate corrective action will be taken.
Sexually harassing conduct constitutes a violation of Title VII of the Federal Civil Rights Act (title 42, U.S.C. SECTION 2000) and the California Fair Employment and Housing Act (FEHA) (Gov. Code section 12940, et seq.). Departmental policy requires that all employees assume responsibility to maintain a work environment free from such conduct. Agencies should publicize penalties and encourage assertive actions on the employees who are targets of unwanted sexual attention. The managers and supervisors should be firm and consistent in punishing the harasser. Agencies should diagnose the extent and seriousness of sexual harassment within their own organizations so that they know what kinds of solutions is appropriate and where resources should be concentrated. They should evaluate the effectiveness of the sexual harassment training they provide to ensure it addresses identified problems and should pay particular attention in the training efforts to the particular problem of sexual harassment by coworkers.
In "A Question of Character," Joe Ryan is accused of being the harasser, in that he has been seen and photographed with several young women that appear to be friends only. Yet the question of whether or not he is cheating on is wife with these women has been addressed because he flirts with all the young women. He states, "I may flirt, but I’m a married man," which according to him, are only rumors and claims that these women are only friends. Yet, when Kimmy Crogan who started in the mailroom quickly moved up to factory supervisor without manufacturing experience, people began to question the relationship and Ryan’s flirtageous behavior. This led to people asking questions and doubting the character of their leader, as in the Monica Lewinsky scandal with President Clinton...