Question

what is the role of power in sexual harassment? What should leaders do when sexual harassment is alleged? What is your opinion of the situation cited in this case? Do some online research and see if the case has been resolved?

Answer 1

A string of allegations of sexual misconduct with well-known corporate owners, actors, and politicians have left people questioning why these prominent men are doing so.

Power appears to play a role in several situations. Certainly, women are viewed fairly by most powerful men. But what happens to others who don't, from a social standpoint? Evidence reveals that they have diverse reasons and still have similar character characteristics. A strength only amplifies the tendernesses they have.

A leader should:

• Make sure to have written and told your staff about the organization's sexual harassment policies before a lawsuit is made. It's not going to be acceptable; prosecuted.
• Provide various forms where an employee can file a criminal charge or grievance. You won't want the worker's only choice to make grievances to the boss or superior because that could be the person the employee wants to worry about. Bureaux of Human Capital are an excellent choice. As is the CEO, chairman, or owner of the company, except that they are the prowler. When he or she is not interested, a boss is a reasonable choice too.
• Assign a member of staff to own the concern. The person should be familiar with the institution, the individuals in the organization, and the organization's past.
• Map a plan to evaluate from the original report and includes the relevant persons and circumstances. Plan the inquiry centered on current information.
• Chat with disgruntled employees. Guarantee whether he or she is free from retribution, and take reasonable measures to investigate the accident or general circumstance irrespective of what the inquiry reveals.
• Inform the worker that you want to hear about any retribution, suspected revenge, or continued abuse that the worker encounters instantly.
• Ask the person to tell you his or her own terms about the whole thing. Talk with care; take some notes to properly record the discussion. Write down specific information such as times, occasions, circumstances, witnesses, etc. that are significant.
• Inform the convicted party whether a lawsuit has been lodged and that no retaliatory behavior or illegal conduct would be accepted. Ask the individual to be careful when conducting an in-depth investigation.
• Assure the convicted party that both their and the accusers will be undertaken a fair and equitable inquiry.
• For the same vein, interview all possible witnesses. Ask open-ended questions and search for evidence that confirms or disproves claims raised by the employee.
• The individual accused of sexual assault is interviewed. Take the same listening and polite attitude as you gave to the claimant and the other witnesses.
• Consider all the details you have got, and seek to make a decision. Pick the best possible choice for the knowledge that you have. Consult other HR coworkers for doing the same thing.
• Discuss with an expert to determine that you look reasonably at the whole case depending on the facts that you have. Make sure the judge understands the path you are going to.
• Make recommendations as to whether sexual assault has happened depending on both of the employees and the attorney's evidence and guidance. Build on your results, including the correct training to the correct citizens. Make changes to a job or task environment, or alter a recording task where appropriate.
• Acknowledge that you're not ideal; you can't analyze any case to the full. Also where abuse may have happened, and you think it may have happened, you may not have any evidence or witnesses corroborating the argument of a claimant.
• Make sure no more events arise by tracking and recording the take-up with the person who made the initial accusation for misconduct. Hold separate documents from the Staff register.
• Afford the same privilege of follow-up and reporting to the victim, who might have been falsely convicted. For everyone's convenience and efficiency, change job conditions equally when possible.

I need info about the whole case to answer the next two questions.