Sexual Harassment Is Defined by Essay

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The apparently unfounded accusations of embezzlement against Crawford appear to have been the telling difference for this recent ruling.

The more common tactic of 'performance management' is more subtle and much more difficult to prove.

An employee whose job performance was previously considered acceptable will begin to receive less favorable reviews and impossible tasks and goals to further ensure failure.

The employee then has the option of using the "Open Door," but is already known as a whistleblower and due to decreasing performance reviews is not likely to be regarded as wholly credible in his or her complaints.

Unfortunately, this ruling by the Supreme Court that is designed to offer employees more protection may in fact only enforce the tried and true 'performance management' tactic of eliminating employees with courage enough to speak out against harassment. In an economic era of job cutting, self preservation instincts are stronger than ever and it is doubtful we will see an immediate increase in reported abuses as predicted by the Court.

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Only after the country's economy has turned around and the news is no longer led by massive layoffs should we expect to see employees trust the additional protection offered by the Crawford decision.

Recent research shows that workplace bullying is thought to be more harmful than sexual harassment. Sexual harassment is simply a specialized version of bullying, that harassers are bullies at the most basic level. The time differentials involved do not offer hope of prompt solutions to these problems.

Note the forty-two-year gap between the Civil Rights Act of 1967 and the Court's ruling in Crawford.

Ultimately, the burden falls on the employer and while many have the best of intentions per their policies, it is the sad perception that the policies are in place not to genuinely protect the employees who are most deserving, but to keep the employer out of court......

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