Sexual Harassment

Corinthians 14:40 reminds us "Let all things be done decently and in order". I believe Don did just that.

Manager Don Bradford of Prop-More Corporation is faced with a very touchy dilemma. His co-worker Jane is upset because she feels she was sexually harassed during a luncheon with a potential bidder representative of air-Goods Corporation. Looking at the situation one would question the allegations because the luncheon that she accepted with the male executive was not on company property nor company time. Bill smith was very reputable in his company and no such complaints or allegations surfaced on him. I feel Don took all the necessary measures in dealing with the allegations; he didn't immediately take sides even though he strongly backs his employees. He investigated all parties involved as he should have because sexual harassment is a very serious allegation and should not be taken lightly. According to EEOC, states"It is unlawful to harass a person (an applicant or employee) because of that person's sex. Harassment can include "sexual harassment" or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature and that Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person's sex. This case is not clear cut on the basis that Bill is not a direct employee and it did not happen on company property and it was her word against his word.

If I was Don I would assess the situation by gathering all and available facts (as he did), with Jane being an asset to the company and to keep with the company, I would talk with her and explain to her my decisions to take her off the account until the investigation was complete, I would ask Air-Goods that Bill be taken off the account as well. I would explain to her that within my position I was limited to what I could do in reprimanding Bill because it happened outside the company and with another company's employee. I know that nobody whether Christian or not want to be made to feel uncomfortable or find themselves in compromising situations. I would explain to Jane that if she feels strongly about what happen then she should follow up her complaint with the local authorities.

As Christian business leaders our first obligation is to God 1 Corinthians 10:31 reminds us "whatever you do, do it all for the glory of God" and we have a responsibility to our employees and the company.

The Holy Bible,King James Version, The KJV Minister's Bible. (2005). Peabody MA: Henderrickson Publishers, LLC.

Sexual Harassment. (2012, November 16). Retrieved from U.S. Equal Employment Opportunity Commission: www.eeoc.gov/laws/types/sexual_harassment.cfm