Human Resources
Analyze and prepare a critique of the following situation:
Mary
has worked for Bob for two years. About 6 months ago, Bob asked Mary
out to dinner. They had a good time together and agreed that they had
some real interests in common outside of work. The pair dated for two
months. Mary initially liked Bob, but he was beginning to get annoying.
He called her all the time, was very pushy about her seeing him, and
wanted to control all aspects of her life; both at work and at home.
Mary decided to call it off. When she told Bob that she did not want to
see him personally anymore, he went crazy on her. He told her she would
be sorry and that he would see to it that she regretted it. Bob began to
make life miserable for Mary at work. She suddenly started to get poor
performance evaluations after two years of exemplary reviews. Even the
managers above Bob were beginning to make comments about her poor
attitude. Mary decided it was time to act. She was worried she would be
fired, all because Bob wanted her to continue to date him. She loved her
job and knew she did quality work. She made an appointment with the HR
manager.
Using
the Civil Rights Acts of 1964 and 1991, discuss the type of sexual
harassment Mary thinks she is experiencing. What are the obligations of
the HR manager once Mary reports this? Discuss the likelihood that Bob
would be found guilty of sexually harassing Mary. If the HR manager
investigates and finds Mary is telling the truth, what should s/he do to
handle the situation so that the company is not found complicit by the
EEOC if further complaint is made? If found in Mary's favor, what
options does the HR manager have to remedy the situation?
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