Chapter 3 Case Study #2 Misplaced Affections: Discharge for Sexual Harassment New HR Strategy Makes a Best Company Answer the following questions: 1. Evaluate the conduct of Peter Lewiston against the EEOC\u2019s definition of sexual harassment 2. Should the intent or motive behind Lewiston\u2019s conduct be considered when deciding sexual harassment activities? Explain. 3. If you were the district\u2019s EEOC officer, what would you conclude? What disciplinary action, if any, would you take? The following requirements must be met: Write between 1,000 \u2013 1,500 words using Microsoft Word in APA style. Use an appropriate number of references to support your position, and defend your arguments. The following are examples of primary and secondary sources that may be used, and non-credible and opinion based sources that may not be used. Primary sources such as government websites (United States Department of Labor – Bureau of Labor Statistics, United States Census Bureau, The World Bank), peer reviewed and scholarly journals in EBSCOhost (Grantham University Online Library) and Google Scholar. Secondary and credible sources such as CNN Money, The Wall Street Journal, trade journals, and publications in EBSCOhost (Grantham University Online Library). Non-credible and opinion based sources such as, Wikis, Yahoo Answers, eHow, blogs, etc. should not be used. Cite all reference material (data, dates, graphs, quotes, paraphrased statements, information, etc.) in the paper and list each source on a reference page using APA style. APA resources, including a template, are provided in the Supplemental Materials folder. View your assignment rubric.<\/p>\n\n\n\n
Misplaced Affections: Discharge for Sexual Harassment Peter Lewiston was terminated on July 15, 2008, by the governing board of the Pine Circle Unified School District (PCUSD) for violation of the district\u2019s sexual harassment policy. Prior to Lewiston\u2019s termination he was a senior maintenance employee with an above-average work record who had worked for the PCUSD for 11 years. He had been a widower since 2003 and was described by his coworkers as a friendly, outgoing, but lonely individual. Beverly Gilbury was a fifth-grade teacher working in the district\u2019s Advanced Learning Program. She was 28 years old and married and had worked for PCUSD for six years. At the time of the incidents, Lewiston and Gilbury both worked at the Simpson Elementary School, where their relationship was described as \u201ccooperative.\u201d The following sequence of events was reported separately by Lewiston and Gilbury during the district\u2019s investigation of this sexual harassment case. Gilbury reported that her relationship with Lewiston began to change during the last month of the 2007\u20132008 school year. She believed that Lewiston was paying her more attention and that his behavior was \u201cout of the ordinary\u201d and \u201csometimes weird.\u201d He began spending more time in her classroom talking with the children and with her. At the time she did not say anything to Lewiston because \u201cI didn\u2019t want to hurt his feelings since he is a nice, lonely, older man.\u201d However, on May 25, when Lewiston told Gilbury that he was \u201cvery fond\u201d of her and that she had \u201cvery beautiful eyes,\u201d she replied, \u201cRemember, Peter, we\u2019re just friends.\u201d For the remainder of the school year, there was little contact between them; however, when they did see each other, Lewiston seemed \u201coverly friendly\u201d to her. June 7, 2008. On the first day of summer school, Gilbury returned to school to find a dozen roses and a card from Lewiston. The card read, \u201cPlease forgive me for thinking you could like me. I played the big fool. Yours always, P.L.\u201d Later in the day Lewiston asked Gilbury to lunch. She replied, \u201cIt\u2019s been a long time since anyone sent me roses, but I can\u2019t go to lunch. We need to remain just friends.\u201d Gilbury told another teacher that she was uncomfortable about receiving the roses and card and that Lewiston would not leave her alone. She expressed concern that Lewiston might get \u201cmore romantic\u201d with her. June 8, 2008. Gilbury arrived at school to find another card from Lewiston. Inside was a handwritten note that read, \u201cI hope you can someday return my affections for you. I need you so much.\u201d Later in the day, Lewiston again asked her to lunch, and she declined, saying, \u201cI\u2019m a happily married woman.\u201d At the close of the school day, when Gilbury went to her car, Lewiston suddenly appeared. He asked to explain himself but Gilbury became agitated and shouted, \u201cI have to leave right now.\u201d Lewiston reached inside the car, supposedly to pat her shoulder, but touched her head instead. She believed he meant to stroke her hair. He stated that he was only trying to calm her down. She drove away, very upset. June 9, 2008. Gilbury received another card and a lengthy letter from Lewiston, stating that he was wrong in trying to develop a relationship with her and he hoped they could still remain friends. He wished her all happiness with her family and job. June 11, 2008. Gilbury obtained from the Western Justice Court an injunction prohibiting sexual harassment by Lewiston. Shortly thereafter Lewiston appealed the injunction. A notice was mailed to Gilbury giving the dates of the appeal hearing. The notice stated in part, \u201cIf you fail to appear, the injunction may be vacated and the petition dismissed.\u201d Gilbury failed to appear at the hearing, and the injunction was set aside. Additionally, on June 11 she had filed with the district\u2019s EEOC officer a sexual harassment complaint against Lewiston. After the investigation, the district concluded that Lewiston\u2019s actions created an \u201cextremely sexually hostile\u201d environment for Gilbury. The investigative report recommended dismissal based upon the grievous conduct of Lewiston and the initial injunction granted by the Justice Court.<\/p>\n","protected":false},"excerpt":{"rendered":"
Chapter 3 Case Study #2 Misplaced Affections: Discharge for Sexual Harassment New HR Strategy Makes a Best Company Answer the […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[1],"tags":[],"class_list":["post-13260","post","type-post","status-publish","format-standard","hentry","category-uncategorized"],"acf":[],"yoast_head":"\n