Employment Discrimination Harassment Policies

1. What must a person who is claiming he or she was harassed in the workplace allege in order to first state a case with the EEOC for each of the following types of harassment?
I. Sexual harassment: Quid pro quo
II. Sexual harassment: Hostile environment
III. Religious harassment
IV. Racial harassment
2. Explain the difference between sexual harassment, gender discrimination, and sexual orientation discrimination, as those terms are used legally.
3. How does GINA protect a person whose mother died of breast cancer from employment discrimination?
4. Provide one example of a behavior that could be found to be both a hostile environment and quid pro quo forms of sexual harassment at the same time. Explain how a person could argue that this behavior at work was illegal.
5. Give the main legal reason why every company should have a valid written policy against all forms of harassment (besides the fact it is the “right” thing to do.)
6. Can an employer require that only females serve female customers and only males serve male customers? Explain your answer using legal terms.
7. How many employees must an employer or company have working for it to be subject to the following.
I. the ADA
II. Pregnancy Discrimination Act
III. Title VII
IV. IRCA
V. GINA

MEMO
Assume you work for a company that has a sexual antiharassment policy, but not a religious, sexual orientation, or racial antiharassment policy. Write a six- to eight-page detailed memo to your boss (the HR Director) as to why you believe it would make sense to revamp the company policies to include these and or other forms of harassment. Include one example of a real situation where a policy may have protected a company from liability or stopped harassment from happening. (You can find case examples on the EEOC website (Links to an external site.).) Cite that case/situation in your memo to your boss.