Sexual Harassment: Paula Jones Vs. Bill Clinton

Sexual Harassment there is two circumstances. One is when an employer supervisor or co-

worker singles out a person for harassment because of race, color, creed, ancestry, national origin, age,

disability, sex, arrest or conviction record, marital status, sexual orientation or military services. The

other one is when the content of the harassment itself relates directly to any of these protected

characteristics (sexual harassment, is of derogatory ethnic or religious beliefs, age or disability related

comments).

The sexual harassment case that caught my eye was Paula Jones vs Bill Clinton. It was his first

sexual harassment case, it was while he was governor of Arkansas and Paula was a state employee. She

claimed Clinton exposed

Jones’s allegations paved the way for investigating

Clinton’s sex life. The Monica Lewinsky scandal and the impeachment of Clinton were big follow-ups to

the Paula Jones case.

Sexual harassment can occur in a variety of circumstances, such as: victim does not have to be

of opposite sex, it can be supervisors, an agent of the company, a co-worker, or even a non-employee

like a vendor. There could be others involved in the harassment not just the victim but persons who over

hear it or see it. To try and stop the harassment first go directly to the person doing it and confront

them directly, tell them that it is unwelcome. Also, follow your employment handbook, if any sections of

Sexual Harassment, proceed with further action, if prosecutor will not stop and file a complaint and

grievance system. When investigating sexual harassment allegation, the EEOC has to look at the whole

record: the circumstances, such as nature of the sexual advances, and the context in which the alleged

incidents occurred. A determination on the allegations is made from the facts on a case-to-case basis.

Sexual harassment will not be tolerated. Providing the training to their employees and

Punishment for Sexual Harassment in the workplace. The first punishment an employee

received is simply a conference with human resources representative and sometimes the offending

party. The human resource representative might work with the two employees to ensure that the

offender understands what the complainant finds offensive and promises to refrain from offending

again. Depending on the severity of the claim or whether it is repeated offense, the employee may also

be subjected to counseling, monitoring, demotion, probation, transfer or a written warning or citation in

the employee’s permeant file. Termination if the harassment is sever or happens more than once, an

employee may be fired. Compensation a company can be held liable for harassment that occurs on its

property, which means they may be forced to pay compensation. Companies are responsible for

harassment situation that result in a “negative” employment action. Employers are also responsible for

other types of harassment if they knew about it and did nothing or they should have known about the

incident and did not. When organizations are held responsible for harassment, they may be forced