Welcome to your Final Project Presentation

Presentation Component

For your presentation requirement, you will submit a 5-7 minute video summarizing your legal summary. Pretend you are prepping your boss for the board of directors presentation. You can use a PowerPoint or Prezi as your visual aid resource.

A good video presentation will include the following elements:

1. A summary and main highlights of the research completed.

2. How this employment law impacts the operations of the organization.

HOW TO CREATE YOUR VIDEO

• Use the platform you are most comfortable with! Feel free to use your phone or any other device that works for you.
• If you are using YouTube, please make sure your video link is viewable and not listed as private.
• In order to grade your presentation, I must be able to view it.
• There is no requirement you dress professionally; however, please dress appropriately, e.g., nothing distracting.
• Be mindful of what is going on in the background of your recording. For example, ceiling fans visible in the recording can be distracting, as can too much light in a window. Just be aware.
• You can use the Canvas Quick MediaLinks to an external site. tool to record or upload your video from your phone or computer!

IMPORTANT DUE DATE INFORMATION: The written component was due earlier so the information and research part is complete. In addition to preparing and posting your video, you will watch everyone else's videos too and submit an evaluation. The video is due before the end of the module so everyone has time to watch the videos. Remember, our module remains open through Sunday, July 13, even though you may see the dates for Summer II concluding on July 11. You can plan to wrap up by July 11 if you want to--our module remains open through July 13.

this is my research

Legal Summary: Understanding and Addressing Sexual Harassment in the Workplace

Introduction

Sexual harassment is a persistent and deeply troubling issue in contemporary workplaces, undermining employee well-being, productivity, and organizational trust. Legally, sexual harassment encompasses unwanted sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when such behavior explicitly or implicitly affects an individual's employment, interferes with work performance, or creates an intimidating, hostile, or offensive work environment. Under U.S. federal law, particularlyTitle VII of the Civil Rights Act of 1964, such conduct is prohibited as a form of sex-based discrimination (U.S. Equal Employment Opportunity Commission [EEOC], 2023).

Despite clear legal frameworks, sexual harassment remains widespread and often underreported due to systemic issues such as fear of retaliation, lack of trust in reporting mechanisms, and cultural stigma. The evolution of social movements, such as #MeToo, has highlighted the gaps between legal protections and the realities of the workplace. These movements have also encouraged both legal reform and increased public scrutiny of organizational conduct.

Thesis: Sexual harassment remains a pervasive issue in the workplace, necessitating strong legal frameworks, consistent enforcement, and proactive organizational policies to ensure a safe and respectful work environment for all employees.

I. Legal Framework and Definition of Sexual Harassment

Sexual harassment has long been recognized under federal law as a form of sex discrimination. Title VII of the Civil Rights Act of 1964 explicitly prohibits employers from discriminating against employees based on sex, which includes sexual harassment when it is severe or pervasive enough to create a hostile work environment or when it results in tangible employment actions (EEOC, 2023).

There are two principal legal categories of sexual harassment:

• Quid pro quo harassment, where submission to sexual conduct is made a condition of employment or advancement.
• Hostile work environment harassment, where unwelcome conduct based on sex unreasonably interferes with an employee's work performance or creates an intimidating or offensive environment.

Courts and agencies such as the EEOC evaluate such claims based on multiple factors: frequency of the behavior, severity, whether the conduct was physically threatening or humiliating, and whether it unreasonably interfered with work performance (EEOC, 2023).

The caseFaragher v. City of Boca Raton (1998)established precedent that employers can be held liable for the actions of supervisors when they negligently fail to prevent or correct harassment. This legal foundation emphasizes not only recognition of harassment but also accountability at the organizational level.

Analysis: The legal clarity provided by these frameworks is crucial in holding perpetrators accountable and offering victims a path to justice. However, while definitions and judicial precedents are important, the problem often lies in implementation and enforcement.

II. Challenges in Enforcement and Victim Reporting

Although the law provides formal protections, the real-world enforcement of sexual harassment statutes is fraught with barriers. Victims often refrain from reporting due to fear of retaliation, skepticism about outcomes, and a lack of institutional support. According to theNational Women's Law Center (2022), up to 90% of workplace sexual harassment incidents go unreported.

A significant challenge in litigation is theburden of proof, which lies heavily on the victim. They must demonstrate that the harassment occurred, that it was unwelcome, and that it was sufficiently severe or pervasive. In cases where there is no physical evidence or witnesses, securing legal remedies becomes more challenging. Many organizations also employ confidential settlements and arbitration clauses that silence victims and prevent public scrutiny.

The high-profile cases ofHarvey Weinstein,Fox News' Roger Ailes, andUber's Susan Fowler blog postillustrate how systemic abuse persisted due to institutional silence, power imbalances, and retaliation. In each of these cases, the victims' accounts were initially suppressed or ignored until public exposure prompted action.

Analysis: The enforcement of sexual harassment laws is undermined by structural and psychological barriers. Fear of professional repercussions, gaslighting, and the trauma of recounting experiences in legal settings discourage reporting. Thus, even when laws exist, justice is often inaccessible.

III. Organizational Responsibility and Preventive Strategies

Employers have both legal and ethical responsibilities to prevent and address sexual harassment. Under U.S. law, organizations may be held liable for failing to take reasonable care in preventing and correcting harassing behavior. The Supreme Court inFaragher v. City of Boca Raton (1998)andBurlington Industries v. Ellerth (1998)ruled that employers must demonstrate they exercised reasonable care to prevent and promptly correct harassment.

Proactive organizations adopt multiple strategies to combat harassment:

• Mandatory training: Annual, interactive training sessions help employees identify harassment and understand reporting channels.
• Clear policy communication: Policies should define harassment, outline disciplinary actions, and provide confidential reporting options.
• Independent investigation mechanisms: Bypassing internal bias, third-party investigators offer objectivity in complaint resolution.

According toHersch (2021), organizations with transparent reporting structures and anti-retaliation policies see higher levels of employee trust and compliance. Furthermore, companies that encourage reporting and support victims are more likely to retain talented employees and avoid costly litigation.

Analysis: Organizational culture is a critical determinant of harassment prevalence. Employers that tolerate inappropriate behaviorthrough inaction or minimizationeffectively perpetuate abuse. Conversely, a zero-tolerance approach grounded in education, transparency, and accountability signals commitment to a respectful work environment.

IV. Recent Legal Developments and the Future of Workplace Protections

Recent years have seen an evolution in both societal attitudes and legislative responses to sexual harassment. The#MeToo movement, which gained momentum in 2017, shed light on the prevalence of abuse across industries and accelerated legislative changes.

One major reform was theEnding Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2022, which bars employers from forcing victims into private arbitration for sexual misconduct claims. This law empowers survivors to pursue claims publicly in court, ensuring transparency and due process (U.S. Congress, 2022).

The Supreme Court decision inBostock v. Clayton County (2020)extended Title VII protections to LGBTQ+ employees, ensuring that harassment based on sexual orientation or gender identity is now recognized as illegal sex discrimination. This landmark decision broadened the scope of legal protection and signaled judicial support for the inclusive interpretation of civil rights laws.

Additionally, several U.S. states have enacted more expansive protections. For instance:

• California's Fair Employment and Housing Act (FEHA)requires employers to provide harassment prevention training to all employees.
• New York's SHIELD Actincludes cyber harassment as a workplace offense and expands protections against retaliation.

Analysis: These legislative reforms reflect a growing societal demand for accountability, equity, and justice. The increasing inclusivity of sexual harassment lawsprotecting LGBTQ+ individuals, expanding definitions, and eliminating procedural barriersmarks a significant shift toward holistic workplace protection.

Conclusion

The issue of sexual harassment in the workplace straddles both legal and cultural domains. While federal and state laws provide a robust framework to define and punish harassment, enforcement gaps, institutional inertia, and fear of retaliation continue to impede justice for victims. Employers must take a proactive stance, fostering environments that discourage abuse and empower employees to speak out safely.

Recent legal advancements and social movements have laid the groundwork for progress. The onus now lies on both policymakers and organizations to sustain this momentum and translate awareness into action. Through improved enforcement, transparent workplace practices, and the removal of legal obstacles, the vision of harassment-free workplaces can become a reality.

Call to Action: To move forward, legislators must continue to strengthen laws, companies must prioritize preventive policies, and individuals must demand accountability at all levels.

Looking Ahead: As societal norms evolve and legal protections expand, future workplaces may become more equitable, inclusive, and resilient, provided there is a collective will to challenge harassment and uphold justice.