Review the Sexual Harassment tutorial, which is found in the lecture. After viewing the Sexual Harassment tutorial, completing the reading, and reviewing the lecture notes in conjunction with the CO, answer the following questions about the tutorial scenario and facts.

Based upon the scenario, You will prepare a 5-8 slide PowerPoint presentation with voice over. Include the following in your presentation; 

• Does the employee have a legally viable claim for quid pro quo sexual harassment and/or hostile environment sexual harassment? What is the likely outcome?
• Analyze the legal factors for the potential claim(s) in the context of the employee pursuing legal action against the employer.
• Let’s shift gears. Using the same scenario, assume that you are in the HR Department of your organization, and that you were just presented with the scenario as an example used to explore policies and procedures that will avoid sexual harassment liability. Your boss has asked you to make preliminary suggestions (which will be presented to the legal counsel) regarding sexual harassment protocol that will avoid potential liability. What would your top five suggestions be and why?

Your PowerPoint presentation should be narrated This is an individual assignment. 

APA standards are required to be followed for this presentation

Submit your assignment.

My name is Brittany Murphy and I was referred to your law office by my good friend Michelle. I wanted to consult with you about things that have been taking place at my job where I work as an Executive Secretary. Male: Nice to meet you, Brittany. Why don’t you tell me what has been taking place and we will go from there? I will interject if I have any questions as you explain what has been taking place. Be sure to start from the beginning and to tell me everything that has taken place to give rise to your concern. Female: Sounds good. Here we go. I was hired by a company called Personal Connections Are Us, Incorporated as a receptionist in February 2002. My immediate supervisor was Dwayne Miller. Dwayne was in charge of all support staff. Because I answered calls for all 20 employees I was constantly interacting with everyone on a regular basis. There was no formal dress code so I was able to wear whatever I wanted to work. I typically wore jeans, sandals and tank tops. In my work area I had photos of myself and my boyfriend in bathing suits from one of our vacations. I also had other pictures of my friends and family. One of the other employees, Robert Singer, would constantly stand in my work area and stare at the photos. It seemed that he was staring at the photo of me in the bathing suit. Twice he made comments about my chest that made me really uncomfortable. Male: Do you recall specifically what he said to you? Female: Not exactly, but he said something like, “Your [beep] are amazing. I would love to see you in even less than what you are wearing in that photo.”

I laughed at that moment but then went into the restroom and threw up because the comment made me so sick. The next time he made a similar comment I told him to stop because it made me very uncomfortable. In early 2006 I was looking for my picture, the one of me in my bathing suit, it was missing for a day. It appeared the next day back in my work area. I thought nothing of it at the time, then when I walked by Robert’s computer I saw that my photo of me in my bathing suit was loaded as a screen saver on his computer. When I went into his computer I found a file with my name on it. In that file he had computer altered my photo and the upper part of my body was exposed. I could not function. I called Robert a pig and told him to stay away from me. Robert in turn complained to Dwayne that I was not timely giving him his messages which was totally untrue. I told some of my coworkers what I saw in Robert’s computer and the things that he was saying to me. But I was afraid to tell my supervisor. Finally, after missing several days of work because I was so upset about what Robert was doing, I finally told my supervisor. Male: When was that? Who did you tell? And what did the conversation consist of? Female: Things get really interesting here. It was about two weeks after I saw the photo on Robert’s computer that I went in to talk to Dwayne Miller, my supervisor. I told Dwayne everything that I told you. Dwayne did not react in any other way than to say, “Oh, no he is not up to the same stuff again. I cannot believe he did not learn his lesson.” Although Dwayne told me that he would take care of it nothing happened to Robert. He is still working there and is still making comments that make me uncomfortable. He did take the screen saver off his computer. I do not know if the file is still on his computer. I tried to look but there is now a password on his computer. I told Dwayne about two months ago that things had not gotten any better. Dwayne told me that he could talk more about it on a trip that he wanted me to go on. I never had to travel as part of my work requirements before. I told Dwayne that I preferred not to travel. Dwayne told me that I was expected to travel on the trip that was work related and that he and I would be sharing a room. He went on to tell me that he could transfer me to another division of the office, which would be a promotion, if I would show him my amazing breasts that Robert was making comments about during the trip where we would be sharing a room. I could not believe my ears. I told him no way. I thought that was the end of it. However, last week I was demoted to the mailroom and my pay was reduced. Things do not seem fair. Is there anything I can do legally? Based upon the scenario does the employee have a legal viable claim for quid pro quo sexual harassment and/or hostile environment sexual harassment? What is the likely outcome? Analyze the legal factor for the potential claim or claims in the context of employee pursuing legal actions against the employer. Let’s shift gears. Using the same scenario assume you are in the HR Department of your organization and you were just presented with the scenario as a learning tool, as an example used to explore policies and procedures to avoid sexual harassment liability. Your boss has asked you to make a preliminary suggestion which will be presented to the legal counsel as to sexual harassment protocol to avoid potential liability. What would your top five – After viewing the scenario, completing the reading and reviewing the lecture notes in conjunction with the CO, answer the questions that follow. Based upon the scenario does the employee have a legal, viable claim for quid pro quo sexual harassment and/or hostile environment sexual harassment? What is the likely outcome? Analyze the legal factor for the potential claim or claims in the context of employee pursuing legal actions against the employer. Let’s shift gears. Using the same scenario assume you are in the HR Department of your organization and you were just presented with the scenario as a learning tool, as an example used to explore policies and procedures to avoid sexual harassment liability. Your boss has asked you to make a preliminary suggestion which will be presented to the legal counsel as to sexual harassment protocol to avoid potential liability. What would your top five suggestions be, and why?