What steps should the company take to prevent sexual harassment from occurring in the future?

The Company’s Position

In its reply to the EEOC, the company maintained that Winthrop was terminated for sexual harassment and not on the basis of his race, sex, or any other manner of retaliation. The company also pointed out that after his termination on June 11, Winthrop had applied for unemployment compensation and the Employment Security Commission office hearing his appeal agreed that Winthrop was terminated for just cause. Consequently, Winthrop was disqualified for unemployment benefits for a period of nine weeks. The discharge of the claimant was for good business reasons to avoid instances of like nature in the future. The company argued that his sexual harassment charges were unsubstantiated and should be dismissed . Two weeks after forwarding the letter in Exhibit 4 to the EEOC, the Human Resource Director, J. Bevins, received a letter back from the EEOC  requesting additional information about the charges.

Questions

Did Mary Harper Jones experience illegal sexual harassment that is in violation of Title VII? YES or NO. Provide at least three reasons that for your decision.

What steps should the company take to prevent sexual harassment from occurring in the future?

Consider the company’s handling of Winthrop’s termination. Do you think the company made the right decision to fire Winthrop? YES or NO. Why or why not?

Memo from Plant Superintendent to the Human Resource Director on Winthrop’s Termination