Case: Maple Leaf Shoes Ltd., Legal Challenges Essay

The Ontario sympathetic Rights Code states that intimate molestation occurs in occurrences when whizz individual is b separateing the other by saying or doing unwanted or unwelcome things of a inner or gender-related nature. This could be characterize in ground of in steal touching, offensive remarks virtu totallyy individual, familiar suggestions, unsuit competent comments somewhat body parts, depiction to sexually offensive pictures, verbal handle due to the gender, etc. It is also considered to be a form of il efficacious unlikeness and is a form of sexual and mental abuse.In terms of the exercise, this is a give the sack case of sexual torment because Rosetta is one of the two women in the department that either morning got called by her male co- get goingers as risotto, meaning Italian rice with gravy, and badger with Italian greetings. In addition, occasionally they asked her what she was doing with her Italian boyfriend and whether she had a good measure w ith him the night before. Moreover, one of the co-workers asked her whether she prefer Italian over Canadian men and occasionally they loudly bragged to each other about their experience with their girlfriends so that Rosetta send word con it, precisely to embarrass her. Furthermore, her male co-workers told a dirty jock and asked Rosetta if she unders withald or if she could tell one as advantageously.Usually, sexual harassment is a imitate of demeanor that happens frequently over a plosive speech sound of clock. In this case, there is a pattern of different incidents that occurred over the period of Rosettas employment, which created a poisoned effect on the places where she worked. This compositors case of sexual comments made her feel uncomfortable, in some situations even cry, which indicated that the work surroundings is poisoned.Although, Rosetta tried to piddle the harassment stop, it is non her office alone, Al also has to manipulate sure that sexual harassme nt does non occur in his body of works because sexualized environment sensnister create atmospheres that encourage more overserious and direct sexual harassment, such as sexual joking n this case.If in the future more women would contain positions in this department, this apprisenister create decrease in productivity, increase in group meshing and furthermore, lead to decrease in supremacy at meeting financial goals because of team conflict. Moreover, it can create job dissatisfaction, termination of employees from resignations, and increase absenteeism by employees. In addition, the acquaintance that harassment is permitted can damage respectable standards and discipline in the organization in general. Overtime, employees impart lose respect and self-confidence in their supervisors who encourage and/or unheeded the business, which can lead to a ostracize image of the company and create heavy actions against the organization. The ignorance of the problem can crea te large costs to organization through damage morale, lawsuits and absenteeism.People who harass will shoot no reasons to stop unless they argon challenged. Therefore, it is undeniable to support and encourage Rosetta to come anterior. Eva can offer suggestions how to solve the problem precisely yet Rosetta must choose what will be the best choice for her. Moreover, Eva can encourage Rosetta to seek serve well from a counsellor and provide her with helpful call off numbers however, its up to Rosetta to make her own decisions. In terms of their conversations, Eva should get that conversations that were between Eva and Rosetta are confidential and Eva cannot just go and tell it to somebody. The only time Eva may bear to tell individual about Rosettas problem without her license is if Rosetta is in immediate physical danger, which is not the case in this situation. Yet, ignoring or minimizing the problem will not make it go away.To conclude, its up to Rosetta to make compla ins to grant authority or to pursue a legal actions against the company in this matter. Eva can only morally support and give the axe Rosetta but cannot do any legal actions for her. The only think that Eva can movement to do is to inform a serviceman resources department in the organization about the situation and ask for the proper probe about it. The other option that Eva can consider is to have a cite with the lawyer about this whole situation however, she should not say any names. tout ensemble of these options have a good ascertain for success, as long as all of them conducted in accordance of law.Als first province in this case is to properly deal with workplace sexual harassment issues involve the appropriate scattering of the organizations policy on sexual harassment in the workplace. However, he did not take it serious when Rosetta complained to him, consequently she was forced to terminate her employment.The other responsibility that Al should have carried is t o show Rosetta that he, as a supervisor of the organization have responded to complain with the process of preventing sexual harassment in the workplace and are traffic with it in a timely and sound manner when it does occur. Al also felled to ingest it appropriately, moreover, he blamed Rosetta to be too sensitive and that she takes herself too seriously. And based on his philosophy, such as to be able to laugh at ourselves now and the, it shows that he encourages this type of behaviour in the work place.Furthermore, Al has to take approach to sexual harassment where it involves the development of an internal scheme for the fair and balanced investigation of all(prenominal) accusation of this nature. Every complaint should be taken seriously. Employees must be assured that they are extra to put forward complaints about sexual harassment in their workplace and that they will be free from requital and intimidation as a result. They should be encouraged to use and bank upon t he companys internal complaint mechanism and resolution system.In this step, Al also felled to follow the appropriate road. His behaviour with employees encourages them to joke around, which may discourage other employees to complain due to fear of retaliation and intimidation, if Al tells employees about complain.It is absolutely full of life that employer who has not yet adopted appropriate policies and attitudes towards sexual harassment in the workplace join the movement towards zero permissiveness for these workplace problems.It is critical for the employer not only live up to their legal responsibility when dealing with issues of sexual harassment, but perchance more importantly is to show that they have done something. Accordingly, proactive steps are to create sexual harassment policies and well publicized complaint procedures set, which would create the condemn tone for the elimination of sexual harassment in the workplace. As a bi-product, the same(p) visible proce dures will also help to reduce the employers potential movie to vicarious liability for the acts of employees.ReferenceOntario Womens Justice Network. 6 Jan. 2002. Metropolitan carry out Committee on Violence Against Women and Children. 10 Feb. 2006The Ontario Human Rights Commission. 11 Feb. 2007. The Ontario Human Rights Commission. 11 Feb. 2007Ontario Womens Directorate. 1 May 2003. governance of Ontario. 9 Feb. 2006The Canadian Human Rights Commission. 9 July 2004. Government of Canada. 9 Feb. 2006.