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Case Study: Ashley Alford Vs. Aaron's Inc.

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Question 1 Ashley Alford vs Aaron’s Inc Ashley Alford was in 2011-awarded $ 95 million after winning a sexual harassment case against Aaron Inc. The award that Alford received included $ 80 million for punitive damages and $ 15 million in compensation. In the federal court, Aaron’s Inc a rent to own organization was found liable for the abuse that Alford suffered as she worked at Fairview Heights. The sexual harassment case culminated from Richard Moore, a store manager having lifted Alford, flung her to the floor, and masturbated over her as he held her down in October 2006. Alford made complaints to the non-discrimination and harassment hotline six months before the actual harassment. On the other hand, the district manager within the company only warned Moore advising him to watch his back after he had violated the company’s policy. …show more content…

The Australian Human Rights Commission (2016) states employers can prevent sexual harassment through obtaining support from top management and encouraging appropriate behavior among the management team. Sexual harassment is an issue that can have adverse effects on a company’s operation; therefore, it is important to obtain support from the senior management and the chief executive officer for the implementation of comprehensive strategies that address sexual harassments. Moreover, in a work environment, the line managers ought to comprehend the need to model the most appropriate professional standards in all circumstances. Accountability mechanisms can also help managers to be responsible for their actions (The Australian Human Rights Commission, 2016). The involvement of the top management and promoting appropriate behavior within Aaron’s Inc would have stopped Moore from sexually harassing Alford. The lack of accountability in the firm promoted the sexual

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