Case C Study Example | Topics and Well Written Essays - 1000 words

C - Case Study ExampleBut the final decision of Jami is to load lawsuit before the federal or state court. The molds pull against Jami undoubtedly falls within the context of ennoble VII of the Civil Rights Act (Title VII), which prohibits affair discrimination based on race, color, religion, sex and national origin with respect to compensation, terms, conditions and privileges of employment (Title VII of The Civil Rights Act of 1964, as amended in 1991). In the instant case, several indicators manifest forms of sexual worrying in the doing place. Her colleagues who commented on her physical attributes and the offensive gestures of Mr. Clark, who is the Vice-President of the company, by staring at her body separate in a provocative manner, constitutes immoral behaviors that create a sexually hostile atmosphere from the moment she started working. The unbecoming conduct of Mr. Clark carried on as he offered Jami invitations for lunch and spending an out-of-town weekend at his c abin. Even if Jami accepted the invitations on these two instances, her refusal to give in to his sexual demands such as hugging the boss in order to maintain her present position in the company is an indication that she is being subjected to a sexually aggressive and antagonistic work atmosphere. However, since her current financial situation forced her to reconsider giving in to the sexual favors of her boss in exchange for her current job, which she later on rejected, makes her a victim of a sexual harassment case. Her decision to turn down the offer of her boss resulted to her demotion, reduction of half of her pay per year, earned her a vile evaluation performance report and was forced to resign from her job. Clearly, the actions of her employer constitute as intimidation and coercion which subjected Jami in a sexually hostile and intimidating environment. The undermentioned twin requirements shall give rise to a sexually hostile environment based on gender First, the acts(s ) must be subjectively abusive to the victim(s) affected, and Second, the act(s) committed must be objectively severe or pervasive enough to create a work environment, that a reasonable person would find abusive. Jami dejection stick a tort claims based on sexual harassment. The tort law has been recognized as a proper remedy for a sexually harassed victim(s). These causes of action have been brought under the theories of assault and battery, intention infliction of wound up distress, invasion of privacy, tortios interference with contractual relations, and other tort theories (Conte 646). Jami can file a claim for intentional infliction of emotional distress as the basis for a tort claim in relation to the sexual harassment case. It can even be proven based on facts that might not even support finding of sex discrimination under Title VII. Sexual harassment victims like Jami experience stress-related ailments including high-blood pressure, chest pains, insomnia or sleepless nigh t, headaches, nausea, dizziness and nervous tics. Due to the sexual harassment initiated by her employer, she suffered from severe emotional distress which forced her to seek medical and psychiatric treatment to help her recover from the traumatic experience. In Retherford v. AT & T Communications, 844 P.2d 949 (1992), the Supreme Court held that the act of the employer and co-workers who intimidated her with threatening looks and remarks, and manipulated