Case: Maple Leaf Shoes Ltd., Legal Challenges Essay Example

and explicit sexual harassment, such as sexual joking in this case. If in the future more women were to hold positions in this department, this could result in a decrease in productivity.

Team conflict can have negative effects on the success of meeting financial goals. It can lead to job dissatisfaction, employee attrition, and increased absenteeism.

Furthermore, the fact that harassment is allowed can have detrimental effects on ethical standards and discipline within the organization as a whole. Eventually, employees will lose respect and confidence in their supervisors who condone or overlook the issue, thereby resulting in a negative perception of the company and potential legal repercussions.

Not having enough knowledge about the job can lead to various negative consequences for the organization, such as decreased morale, increased number of cases, and higher absenteeism. Confronting individuals involved in harassment is essential to make them stop. Hence, it is crucial to offer support and encouragement to Rosetta so that she feels empowered to speak up. While Eva can provide suggestions on resolving the issue, ultimately it is Rosetta who has the authority to decide which option suits her best.

In addition, Eva can encourage Rosetta to seek help from a counselor and provide her with useful telephone numbers. However, Rosetta ultimately has the responsibility for making her own decisions. It is important for Eva to understand that conversations between Eva and Rosetta are confidential and cannot be disclosed to anyone else. The only exception would be if Rosetta is in immediate physical danger and Eva needs to inform someone without her permission.

In this situation, it is not the case that ignoring or minimizing the problem will make it go

away. To conclude, it is Rosetta's responsibility to make complaints to grant authorization or to pursue legal actions against the company in this matter. Eva can only morally support and advise Rosetta but cannot take any legal actions on her behalf.

Eva's options to address the situation are limited: she can inform the organization's human resources department and request an investigation, or alternatively, she can meet with an attorney, being cautious not to disclose any names. These courses of action are likely to be effective if they adhere to legal guidelines. Al's main duty in this matter is to handle workplace sexual harassment issues appropriately by enforcing the organization's policy on such misconduct.

However, Al did not take Rosetta's complaint seriously, resulting in her decision to quit her job. Additionally, Al should have shown Rosetta that he, as a supervisor, is actively addressing and handling instances of sexual harassment in the workplace promptly and effectively.

Unfortunately, apart from being unable to transport it appropriately, he also criticized Rosetta for being overly sensitive and taking herself too seriously. This was based on his own beliefs.

The text highlights the significance of expressing joy in oneself and promoting this behavior in the workplace. Moreover, Al should tackle sexual harassment by implementing a just and impartial investigation procedure for all complaints. It is essential to treat each complaint seriously. Employees must feel at ease reporting instances of sexual harassment at work, with the assurance that they will be safeguarded against retaliation and bullying.

Employees should be encouraged to utilize and trust the company's internal ailment mechanism and declaration system. However, Al failed to follow the appropriate route, which negatively impacted his

behavior towards employees and encouraged them to joke around.

Informing employees about a complaint can discourage them from speaking out because they are afraid of retaliation and harassment. To handle sexual harassment at work, employers should back the zero tolerance movement by establishing appropriate policies and fostering the right attitudes. Merely fulfilling legal obligations is insufficient; proactive steps must be taken to combat these problems. Consequently, it is essential for employers to take decisive action.

By implementing proactive measures, such as establishing sexual harassment policies and clearly publicizing complaint procedures, a favorable atmosphere can be created for eradicating sexual harassment in the workplace. These visible procedures will also assist in reducing an employer's potential liability for the actions of their employees.

Mention

1. Ontario Women's Justice Network. 6 Jan. 2002. Metropolitan Action Committee on Violence Against Women and Children. 10 Feb. 2006
2. The Ontario Human Rights Commission. 11 Feb.

2007. The Ontario Human Rights Commission. 11 Feb. 2007

Ontario Women’s Directorate. 1 May 2003.

Government of Ontario. 9 Feb. 2006

The Canadian Human Rights Commission. 9 July 2004.

Government of Canada, 9 February 2006.