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Crate Training Program Dealing with Sexual Harassment in the Office
Crate Training Program: Dealing with Sexual Harassment in the Office
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Institutional Affiliation
Training module:
Training Module for Dealing with Sexual Harassment in the Office.
Introduction
I settled on designing a training module for the employees to create awareness on sexual harassment and mechanisms of combatting it. These are outrageous sexual acts subjected to all genders at work place whilst most of the employees are ignorant of the handling this issue. Their ignorance leaves them vulnerable to the perpetrators who have the audacity to continue victimizing them while taking advantage of their ‘illiteracy’ on it. Employees of all genders are the ideal audience for the program. The senior officers such as Supervisors and managers will be enlightened on how to handle, engage their junior officers without perpetrating this indecent and assisting them in case they are victimized. By the end of the program, I hope the employees will have in depth understanding of the issue and the proper measure that should be taken by the employees when they are victimized.
Syllabus
Sexual Harassment
Manifestations of sexual harassment
Common perpetrators of sexual harassment
Common victims of sexual harassment
Course of Action for victims
Reporting to a senior
Asking for immediate help for extreme cases such as rape
Legal action
Personal precautionary measures.
Description of training:
The training module will enlighten the employees the sexual harassment acts and how the victims can approach the issue successfully. Both male and female employees will be the target audience. The whole training session is expected to last for around three hours with two breaks that last for seven minutes at different intervals.
Purpose of training:
Creating sexual harassment awareness in workplaces can promote mutual respect and decency how employees interact with each other. Most of the employees do not totally understand acts related to it what makes it important to enlighten them. Therefore, this training module is aimed at teaching the employees what sexual harassment, discipline its perpetrators and the measures that should be taken in case they happen to be the victims. The managers should be reliable in offering legal assistance to the victims. The employees will feel that their respect is adhered therefore promoting their confidence at work. The perpetrators will have to change their indecent behaviour since their victims will no longer be ignorant on the issue.
The objectives of this course are:
To shed light on various types of sexual harassments that workers face in offices.
Explaining to employees the characteristics of a sexually harassed workers in order to enable them to identify them and offers all the essential assistance required such as ensuring that the culprits are accountable of their indecent actions.
Teach the employees the legal approach to sexual harassment and legal actions that the victims should undertake in order to have justice.
Ensure employee understand various ways in which they can keep sexual bullies at bay.
Teach employees the actions or measures that one needs to take at a personal level to reduce cases of sexual harassment in the office.
Course Outline
Introduction
Sexual harassment is a common crime around the office that often goes unreported.
The victims avoid reporting victimization due to the shame associated with it since it’s a form of sexual abuse.
Sexual harassment refer to sexual requests in order to make favours, sexual advances, physical or verbal harassments which are sexual in nature.
Types of Sexual harassment that occur in the office
Groping
Rape
Requesting for sex for favours.
Physical or verbal harassments which are sexual in nature.
Inappropriate sexual advances.
Common perpetrators of sexual harassment
Managers
Supervisors
Project leaders
Chief Executive Officers
Recruiters
Progress assessors
Common Victims
Female or male secretaries
Female junior or new employees
Young or junior male employees
New job applicants.
Employees seeking promotions.
Dealing with Sexual Harassment
Reporting to a senior
a) The victim can report the perpetrator to a manager or team leader
b) If the perpetrator is a manager, reporting to an even more senior manager can help
c) It is also advisable to report to law enforcement if necessary
Asking for immediate help for extreme cases such as rape.
If caught unawares by an office rapist, employees need to shout.
They also need to call other employees as they fight back.
Legal action
There are times when the company or employer might be reluctant to take action or be the perpetrator
At such times legal action is necessary
Gather evidence and give it to an attorney
Be confident while going through all these and seek psychological help if necessary
Confide in a trusted friend as you handle the legal issues
Personal precautionary measures
Dressing in a respectable manner
Keeping off sexual talk if it sends wrong message to others
Knowing to spot potential perpetrators and avoiding them
Reporting minor harassment as it leads to major harassment later on
Trying to be in the company of someone around the office as much as practicable.
Lesson Plan
Duration: 2 hours (15minutes break).
Participants: 40-50 participants per session.
Goals
Describe Activities Materials Feedback/Assessment Time
Introduction
By the end of this segment, trainees will:
a) Explain what sexual harassment is and give examples. -Defining sexual harassment
Video depicting sexual harassment Letting trainees give ideas on what has been discussed 30 min.
Perpetrators and Victims By the end of this segment, trainees will:
Name perpetrators
Name victims -Defining a victim,
Perpetrator and their differences.
Literature on sexual harassment Letting trainees discuss the shared ideas 30 min.
3. Dealing with sexual harassment
By the end of this segment, trainees will be able to:
Explain what Anti-Discrimination Act is
Explain the role of the Equal Employment Opportunity Commission
Show how the Civil Rights Act of 1964 prohibits sexual harassment
Explain personal precautionary measures against offenders and sexual harassments legal approach. -Explain ADA and EEOC
-Ask trainees to share ideas on what they think needs to be done
-Show the role of public officers such as sheriff and attorney in sexual harassment.
Video, PowerPoint presentation on ADA and EEOC Letting trainees share what they have learned in the segment 30 min.
Conclusion: Trainees should have in depth understanding of sexual harassment at the end of the program.
-Ask trainees pointed questions on what has been covered. Video content Letting trainees share ideas on the content. 30
min.
Material and resources:
Video player and screen.
Sexual harassment hand outs.
Spacious hall or room.
PowerPoint projector.
References
Civil Rights Act of 1964 (1964). Civil Rights Act Transcript. Retrieved October 6, 2013 from Civil Rights Act
United States Equal Employment Opportunity Commission (1967). The Age Discrimination in Employment Act of 1967. Retrieved October 6, 2013 from http://www.eeoc.gov/laws/statutes/adea.cfm
Summary of Three Articles
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Course
Tutor
Date
Summary of Three Articles
This article on higher education by Clark Kerr brings and shows the research university in a new light, that of a new century. In the article, the author argues that the multiversity is now facing numerous challenges with few certainties. It is shown how university leaders can assume different roles like those if foxes or hedgehogs in the current world. To show what attitudes universities should adopt in this age, he gives five different points of recommendations. One of them is that universities should be more privatized, and that they should rely more on tuition. Another point is that there should be more federalization, with the third point being that there should be more cultivation of general support from the public. The other two points are that more attention should be paid to using resources effectively and that universities should focus more on pluralistic leadership (Kerr 186- 196).
The other article is by Ellen Goldring and Claire Smrekar, and is about magnet schools. The two authors argue that these schools are being established in more systems today to allow for racial diversity and improve scholastic standards and come up with a wide range of activities and programs for the better satisfaction of the needs, interests and talents of all students. The authors utilize a number of surveys to indicate the importance of magnet schools and point out that there is a huge need for the desegregation of schools in current times for the better satisfaction of needs and talents of all students (Goldring and Claire 17- 34).
Frederick Rudolph the author of the next article that talks about college movements. He talks about different movements that occurred in different universities and colleges like the movements that happened in the University of North Carolina, Princeton, New Miami College, Wabash College, and Emory College among others. The author argues that the institutions in these movements in the US intended to be institutions that are democratic for a democratic society. As it follows, they represented of the best and worst of a society. He implies that these movements at the most resulted from individuals putting their faith in man, and their belief in progress (Rudolph 45- 67).
Works cited
Goldring, Ellen and Claire Smrekar. Magnet Schools and the Pursuit of Racial Balance, 17- 34. Print.
Kerr, Clark. The uses of the University, 186- 196. Print
Rudolph, Frederick. The College Movement, 45- 67. Print.
Craigs Crocodiles, Inc. Income Statement For The Year Ended 31st Jan. 2009
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Instructor:
Course:
Date:
Craig’s Crocodiles, Inc. Income Statement For The Year Ended 31st Jan. 2009
2009
Operating Activities $
Revenue (Sales)300,000
Credit Sales 160,000
Net Sales 460,000
Purchase (300,000)
Gross Income 160,000
Expenses
Warehouse hire24,000
Office space12,000
Bad debts60,000
Shipping cost25,000(121,000)
NIBT 39,000
Workings
Bad Debts and Collection Expenses = 0.2 x 300,000
= 60,000
The Lease Contract between Craig’s Crocodiles, Inc. and Pauly Property Management Services
Opening
The two parties entered into an agreement over lease of warehouse and office spaces. The three year contract was signed by both parties in January 2008. Since Craig’s Crocodiles, Inc. did not have enough resources to construct their own properties (offices and warehouses) for the crocodiles, the company opted to outsource these services from Pauly Property Management Services. In the process, a contract was signed, an indication agreement. However, having realized significant growth and development in their investments, Craig’s Crocodiles, Inc. opted to have bigger space with the capacity to accommodate their growing numbers. Craig’s Crocodiles, Inc. now feels that it is time to move to relatively bigger and spacious rooms.
Findings
From the above case, it can be established that the two parties has entered into a contractual agreement over a specified period of time, 3 years in this case. This constitutes a contract, then, it represents a deliberate, voluntary, and legally bidding contractual agreement between these two competent parties. Whether written or implied, this lease contract is part of the common law that holds the parties to it and must be honored. This contractual relationship between Craig’s and Pauly Property is evidenced by the offer, acceptance of this lease offer, and the valid (valuable and legal) consideration. Therefore, both Pauly Property Management Services and Craig’s Crocodiles, Inc. acquire the duties and rights to each other. Though the existence of this contractual-relationship should not apply that it is not avoidable, not void, or not enforceable, all the parties to the lease contract are legal protected.
Since this is a lease contract, the contractual arrangement therefore calls for the user (lessee) to honor his part of the agreement by paying the property owner (lessor) the agreed monetary compensation for the use of the asset (warehouse and office spaces in this case). Given that the warehouse is a tangible property, this lease contract is therefore referred to as rental agreement as the user agrees to rent the warehouse rented out by Pauly Property Management Services. Since this is a periodic lease, the Craig’s Crocodile is under no obligation to honor the contractual agreement for the specified lease period (3 years).
Closing
Any attempt to terminate the lease contract before the 3 years period elapse is contrary to the contractual agreement and constitute a breach of the lease contract between the parties. Craig’s Crocodile intention to pre-maturely terminate the contract without the consent of the lessor (Pauly Property Management Services) attracts legal actions that include compensation for the damage caused. Therefore, Pauly Property Management Services is justified and legal correct to demand a financial compensation for the lost lease rent for the remaining two years of the contract. In addition to the lost rent, Pauly Property Management Services will suffer other damages that attract compensation of a fair financial value.
Pauly Property Management Services should also sue and be awarded for punitive damages (exemplary damages) that the breach of lease contract has caused them. Punitive damage is often awarded to the injured party as compensation to the plaintiff for the damages and losses suffered as a result of the harm that Craig’s Crocodiles, Inc. has caused the lessor. This penalty is also aimed at punishing Craig’s Crocodiles, Inc. (the defendant) for their outrageous misconduct, hence deterring the defendant from any similar misbehavior done intentionally, like in the case of Craig’s Crocodiles, Inc by disregarding the contractual interests and rights of Pauly Property Management (the plaintiff). This punitive damage is the “quasi-criminal” because it stands halfway between civil and criminal law. Therefore, the $300,000 punitive damage fine is justified and legally backed.