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Imagination is not a speculation rather it’s a spontaneous flow of your creativity in words that ultimately helps you to establish your own framework. Only, rampage, dissertation, ambition, success, advancement and intensification should not be motives of our life. Beside all these virtues and personnel desires, their are other pleasant things that are needed to be expressed. Showing reluctance regarding arts and crafts and underestimation of these unprecedented qualities is foolishness. All time headaches disturb the human beings mentally. So, they need relaxation and comfort for at least some time so that they can realize their talent spiritually.

Arts and crafts, somehow, show your way of thinking about different aspects of life. According to optimistic thinkers and psychologist art is a way to create your own world i.e. stable but remains continuous in your heart. Craft is a style to create a new thing from the usable or waste materials that facilitates beauty as well as peace. Mostly craft products are used for different purposes. Arts and crafts are not necessities of life but they are necessary to fulfill the need of balanced mental condition. But, now arts and crafts are considered to be time wastage by the young generation. They know its importance but they have no time to denote. To reduce the death of arts and crafts, various shows on different digital channels and DVDs have been endorsed online and publicly.

Now, the representation of arts and crafts has been processed in an interesting manner so that youngsters can enjoy it and take the full advantage of this extra curriculum activity. Arts and crafts DVDs are the recent developed approach of reforms in the field of literature and artistic knowledge. Art and craft is a reckless job that can be performed in a specialized way with the help of launched DVDs. The arts and crafts DVDs not only teach the way to prepare but also it is important in modern life. Arts and crafts DVDs are available easily at reasonable prices. People having desire to reveal their talent need not have to think -’what is the method to become expert?’. An easy purchase of arts and crafts DVDs will help them a lot. Not only the youngsters, but also the children and old aged people are always ready to learn this unforgettable and useful activity. Arts and crafts DVDs are a way to explore you creatively. Arts and crafts allow quiteness and exclude endeavourance. Immediate initiation of an imagination facilitates suspension of ideas and it is instantly explained by art and crafts.

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Nature photography as an art form has been around for a long time, but recently it has found respect on the walls of up-market galleries. This is a big change from 20 years ago, when nature photography was only considered worthy of second-rate postcards and calendars.

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Darwinism is an ancient shamanistic religion built on superstitions of all kinds. The origins of shamanism go back some 50,000 years.

• Shamanism is a belief system based on the worship of forces such as rain, snow, lightning, storms, wind, and the Sun. Darwinism is also a religion of nature-worship; it describes nature as an entity with “mythical and mysterious powers.” It anticipates the belief that stone, earth, the Sun, lightning and wind combined to give rise to life.

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Humans however did have other great advancements such as Shaw-Fujikawa Translight Engines that are capable of reaching other star systems, as well as the creation of highly sophisticated AIs that could serve to fulfill a versatile amount of roles. Human offspring take more than twice the time to reach adulthood than do our closest living relatives, chimps and gorillas.

This period of delayed maturation results in what we call the teenage years and is a characteristic of modern humans. Human girls continue to grow physically until around the age of 18, and human boys until around age 21. The human life span can be split into a number of stages: infancy, childhood , adolescence , young adulthood , adulthood and old age .

Humanists affirm the possibility of an objective truth and accept that human perception of that truth is imperfect. The most basic tenets of humanism are that humans matter and can solve human problems, and that science, freedom of speech , rational thought , democracy, and freedom in the arts are worthy pursuits or goals for all peoples.

Human cloning often makes the news. Since the birth of Dolly the sheep, created by Ian Wilmut, and publicized by pro-cloning scientists such as Richard Seed, we have archived pro-human cloning essays. Humans are prone to stubbing their toes and suicide . Interestingly, committing suicide to avoid the pain of a stubbed toe is considered foolish in most cultures.

Humans come from many backgrounds and show the greatest physical variety among all the races. Their eyes are blue, brown, green, gray or hazel. Human arms had five-fingered hands for manipulation, mirrored by their legs’ five-toed feet. Also, like most species, they came in two sexes , male and female.

Human beings were created in the image of God (Gen 1:26, 27) and were thus endowed with personal dignity that calls for respect and protection (Gen 9:6). Cloning may threaten human dignity in a number of ways and must thus be approached with resolute moral vigilance.

Human stem cells from virtually every source other than blood-derived hematopoietic stem cells are maintained in tissue culture for some defined period of time. This is necessary to obtain a sufficient number of cells for use in clinical studies involving transplantation. Human history in Star Trek diverged from the real world in the 20th century .

Most remarkably, the 1990s saw the emergence of the Eugenics Wars where genetically engineered “supermen” such as Khan Noonien Singh sought to conquer Earth. Human Haptoglobin is a positive acute phase reactant, the levels of which increase significantly in human(s) in response to inflammation, tissue injury or disease.

Humans are meaning-making creatures. HUMAN EVENTS asked a panel of 15 conservative scholars and public policy leaders to help us compile a list of the Ten Most Harmful Books of the 19th and 20th Centuries.

Each panelist nominated a number of titles and then voted on a ballot including all books nominated. Human Kinetics publishes more than 120 books and 20 journals annually. We do so by seeking out the foremost experts in a particular field and assisting them in delivering the most current information in the best format.

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What Is Religion?

Religion has existed for thousand years, but still there is no concise and even accurate definition of religion, which would reflect the nature of this phenomenon. Every person has his own understanding of religion interpreting things in a peculiar way. In the world, there are dozens contemporary religions exist, and there were dozens of “dead” religions which disappeared. Nevertheless, it does not diminish their role in general formation process.

Taking into account the nature of religion, it is possible to say that religion is a strict, unwritten code of essential rules (including morals and traditions) established by humans in order to control social life of the society.

Unity of meaning is the main source that allows the construction and experience of religion. As a collective sentiment, religion needs to be upheld and reaffirmed at regular intervals. The concept of religion is not a static one evolving during centuries. Egyptian religion or religion of Ancient Greece do not disappear, they transformed and matured, and became the core for newly developed religions such as Christianity or Catholicism. On the other hand, it is important to underline the fat that understanding of religion is also transformed as a person matured. In childhood, we believe subconsciously in superficial power of some thing beyond our understanding, in adolescence period, we deny everything being unable to join scientific knowledge about the world and unscientific knowledge on which religion is based. When we mature, we understand the limits of our science and, as the most important (if we are not skeptics), develop and coin personal interpretation and understanding of religion. This point of view can be supported by numerous example from every day life. For instance, if you ask truly Christians about the meaning of religion, all of them interpret it differently. It does not mean that they are “poor” believers, but it means that life experience and personal values have a direct impact on our understanding of religion.

I suppose that my definition of religion is a subjective one, because all people are influenced greatly by socialization processes and accident of birth. Also, people who have communicated with their god are not merely people who see new truths of which the unbeliever is ignorant; they are individuals who are stronger, feel more powerful in enduring the trials of existence, or in conquering them. I suppose that my interpretation reflects bias, because knowledge of the religion is discovered through an understanding of the whole congeries of social and communal bonds which determine character, and this in turn depends on an appreciation religious life. Nevertheless, I do not bias against any religion seeing it as a part of the process.

Seeing religion as “an identity presupposed by the unity” does not limit religion to what it has in the past allowing to apply this definition to the present. It is possible to say that the essence of religion has not been changed. Pagan religion or Hinduism share the same core structure, but expressed through different rituals. Ritual plays a crucial role here. In essence, there is little difference between different religions in their object, the results which they produce, or the processes employed to attain these results. The power of ritual dominates in religion.

I suppose that my definition of religion has a sufficient precision, because I try to be as much objective as possible. I do not account on any religion, but interpreted religion as a universal process based on “humans beliefs in abnormal phenomenon”.

To answer the question “What is religion?”, I can say that religion is a set of abstract rules for anonymous agents to live by, but consists of distributive practices, sanctioned by a tradition of behaviour, within which identifiable agents can achieve some kind of unity with a social whole that exists apart from their choices. This is a universal approach which helps to understand religion as a process free from prejudices and bias.

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Real estate photography is a new, exclusive initiative to promote international property business to inspire by the theme Development, Nature and Architecture. Real estate photography leads to increased competition in the photographic market. Most of time people would likely visit their property for sale because of the attractive images.

Tips of good real estate photography
- A good source of light.
- Wide angle lenses make real estate photos appear spacious, inspirational and motivational
- Digital formats cut down on printing and developing expenditures and makes photos available immediately.
- Same images should be available in different sizes so that according to the specifications you can provide it.
- take a shot of every part of house for sale including living room, kitchen, dining room, and other parts of the house.
- highlight the best features of your house.
- clean the entire house before taking its photos.
- hire a professional real estate photographer.

Real estate photography is of following kinds:
- Standard real estate photography,
- Elevated pole real estate photography,
- Exterior twilight real estate photography,
- Interior real estate photography services,
- Real estate photography for builders and architects.

Real estate firms have totally booming nowadays. If you are a property agent, you have probably faced a lot of competitions. Over few older years, when all you require is a well written advertisement to sell a real estate. Currently in order to fully publish your listings, you need to attach a good real estate photographs. With the emergence of digital cameras, the realestate that you are selling can be photographed and placed online. Potential purchasers from different parts of the world can actually see your listings with the images in it. Don’t underestimate the value of these photographs because a purchaser can definitely decide to check out the real estate based on the pictures that you have.

Real estate photography makes the property images impressive. If you have a house which looks unattractive and you want to sell that but because of appearance no good investor wants to buy it. Through the technique of real estate photography you can make your house to appear better and most of the investors search online for real estate images to buy it. Based on recent estimations, the number of individual searching home for sale online has increased. Almost half of these property seekers found their dream property instantly online through the help of real estate photography. An image is worth a thousand words. Especially when your words may be limited by the Multiple Listing Service use real estate photography techniques to express your quality difference in properties.

Read more on Real Estate Photography- Ultimate Exposure to Earn Profits From Your Property Firm…

Sexual Harassment in the Work Environment

Management, which show how personnel practitioners are positively tackling equal opportunities issues. EEOC addresses equal opportunities in work environment. These policies are designed to encourage equal opportunities by educating workers and decision-makers, and by positive actions to address inequality wherever it exists. The spirit or intention of equal opportunities legislation, as well as the letter of the law, is important (Equal Employment Opportunity Commission Website, 2005).

Discrimination on the grounds of sex or on grounds of people’s married status is unlawful, except in certain special circumstances. However, employers and designated training bodies can take positive action to promote equality. For example, they can set up management courses for existing women workers only, if women are underrepresented at managerial levels. Another positive action is to encourage applications from one sex. But do note that discrimination is not allowed in the actual selection decision.

According to statistical results the number of complaints has increased since 1996 in spite of the fact that laws and penalties are prevalent. For this reason, the main question concerns the causes of complaints and common sense of organizational authorities unable to prevent sexual harassment in the workplace.

Primarily, it should be mentioned that both direct and indirect sexual harassment are illegal. Direct discrimination, connected with sexual harassment, means allowing gender to influence employment decisions, e.g. when sexual harassment concerning promotion decisions or pay. “Harassment occurs when a supervisor conditions the granting of an economic benefit upon receipt of sexual favors from a subordinate or punishes the subordinate for refusing to submit to his or her request(s)” (Feminism and women’s studies, 2005).

Indirect discrimination occurs if conditions that effectively create discrimination are applied. These could be certain criteria on job specifications or advertisements if they tend to preclude women or men. For example, the Civil Service used to restrict direct entry to executive grades to those under 26 years old. It can no longer do so because this would discriminate against women who return to work after bringing up families.

Sexual harassment at work is expensive, stressful and disruptive for both employers and employees. But even if it happened both employers and employees agree that early, constructive discussion can produce solutions before problems escalate and working relationships break down. If the problem is not solved and results in a tribunal case, both sides face a protracted, unsettling experience. Any employee who has been discriminated against has a right to be protected by law.

According to the statistical results, the number of compalines increased during 1996-2000 FY in contrast to the previous period. In 1990, the number of sexual harassment charge receipts filed with the EEOC was 2,217 (3,6%) while in 2000 FY there were about 5, 332 (6,7%). This figures suggests that organisaitons had to paid a lot of money for those who filed suits. It is explained by the fact that “the employer is responsible for sexual harassment by its supervisory personnel–regardless of whether the specific acts complained of were authorized or even forbidden by the employer, and regardless of whether the employer knew or should have known of their occurrence” (Sexual Harassment at Work, 2005).

Taking into account ligal dementions, it is evident that organisaiotns are not interested in loosing money been accused in sexual harassment in the workplace. For instance, at the federal level, Title VII of the Civil Rights Act prohibits sexual harassment. The case of sexual harassment needs to be proved, but not the motive or intention of the defendant to discriminate. The fact that sexual harassment has been taken seriously by unions and industrial tribunals – the EOC won two cases about it in 1983 under the Sexual Discrimination Act – despite initial ridicule, especially in the popular press, suggests that feminist concerns have become more publicly acceptable. “Sexual harassment wasn’t considered discriminatory until the 1980’s and then, the number of claims were few” (Igasaki, 2004).

There are other signs of responsiveness to feminist criticism – for example in the treatment of women who have faced sexual harassment. Though there is disturbing evidence that at the end of 1990s only a small minority of women felt able to report sexual harassment and continuing criticism of treatment of the women by police and the courts, the police have begun to respond. Nevertheless, feminism and human rights movements have opened new opportunities for women to report sexual harassment cases. Many of women are encouraged to report such cases in order to prevent them. “Quid pro quo sexual harassment occurs when an individual’s submission to or rejection of sexual advances or conduct of a sexual nature is used as the basis for employment decisions affecting the individual or the individual’s submission to such conduct is made a term or condition of employment (Legal Definitions, 2005).

This situation can be explained by the fact that for a long time, public concern was expressed over the continuing failure of police and courts to follow up cases of sexual harassment where employees are at risk. It was found that women found the s court very unhelpful if they complained of women to bring cases of discrimination to tribunals.

Nevertheless, in the 1990s the situation has changed. EEOC provisions allow for positive action by employers to train and promote women, included sexual harassment as a form of discrimina¬tion, and established leave for fathers as well as mothers after the birth of a baby.

Today, there has in addition been a significant shift in attitudes towards greater acceptance of equality, despite abundant evidence of continu¬ing prejudice, inertia and discrimination; and there are indications of a greater willingness to respond sympathetically to women suffering sexual harassment or physical violence from men. But the role of groups and individuals committed to achieving equal rights and fair treatment is clearly still essential.

It should be mentioned that economic position of the majority of women depends on how jobs are created and allocated in the new economy that is emerging, and how Government distributes welfare and assists provision for increased leisure. The evolution of post-industrial society could, however, crucially affect the future position of women, and mean either a genuine liberation for many previously tied to routine and low-paid jobs or a new subordination in a masculine-dominated high-technology society in which women’s roles and concerns are treated as peripheral. It is therefore vital that women help determine the nature of this society. For this reason, there are some evidence that women using this area to obtain money by filing a suit.

The weak point of legislation is broad definition of the term “sexual harassment” which can be applied to many situations in the work place. According to US Department of State sexual harassment is defined as “unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when: (1) an employment decision affecting that individual is made because the individual submitted to or rejected the unwelcome conduct; or (2) the unwelcome conduct unreasonably interferes with an individual’s work performance or creates an intimidating, hostile, or abusive work environment” (US Department of State, 2005). The term “unwelcome conduct” does not defined the nature of sexual harassment itself, and can be differently interpreted.

Another form of solving the problem of sexual harassment is mediation. Recently, EEOC uses this alternative forms of Dispute Resolutions. Nevertheless, many women prefer to file a suit instead of this form. So, Why? The only possible answer is that they will receive pretty money if is able to prove sexual harassment case. In 2000 $54.6 millions was paid as a sexual harassment charges (Sexual Harassment Charges, 2004).

Mediation is a very useful alternative form to the traditional investigative or litigation process. Mediation or third party intervention is used in conflicts. Mediator plays the core role here. Belonging to an independent part of the process he/she helps the parties of the conflicts being objective. The ability of a third party to resolve conflict can influence the outcome of it.

Discussions on the role and the importance of the rule of law and the judicial system are typically characterized by noble pronouncementsfor example, about the independence of the judiciary, the need to improve access to jus¬tice. These are rather abstract terms, however, and they hide the complicated social realities that lie beneath them and give them whatever meaning they have.

Proponents of better judicial systems and their requirements also are asso¬ciated with efforts to measure what a successful legal and judicial system would be. The focus again is on specifying what is needed in the internal workings of the judicial system. “An increasing proportion of the cases involve situations where a hostile environment is created for an employee. The harassment here can come from a manager or from other sources. Here, unwelcome advances are made serious enough to interfere with a worker’s ability to do her or his work” (Igasaki, 2004).

Those seek¬ing quantitative indicators can also seek to measureeven if only through opinion pollsother factors such as the independence and prestige of the ju¬diciary. The hope riding on such efforts is that they will encourage key local actors to do whatever it takes to improve ratings. “it is essential to remember that it is not the intention of the perpetrator that is key in deciding whether harassment has occurred, but whether the behaviour is unacceptable by reasonable normal standards, and is disadvantageous or unwelcome to the person subjected to it” (Twomey, 1998).

It is evident that a shift in attitudes towards greater acceptance of equality, despite abundant evidence of continu¬ing prejudice, inertia and discrimination; and there are indications of a greater willingness to respond sympathetically to women suffering sexual harassment or physical violence from men, allows some women to use it in order to obtain money. But the role of groups and individuals committed to achieving equal rights and fair treatment is clearly still essential.

In general, sexual harassment suits have a very negative impact on working environment. Organizational environment is reinforced through the system of rites and rituals, patterns of com¬munication, the informal organisation, expected patterns of behaviour and perceptions of the psychological contract. The sexual harassment cases result in lack of communication and prevent organizations to achieve the goals. Positive climate, free from prejudices and complaints helps to provide satisfaction of members’ social needs, and a sense of personal identity and belonging because it is upon the loyalty essential to successful industrial relations.

It provides additional channels of communication and provides a means of motivation, for example, through status, social inter¬action, variety in routine jobs, and informal methods of work. Informal type or mediation creates a feeling of stability and security, and through informal ‘norms’ of behaviour can exercise a form of control over members. Positive organisational climate influences the level of morale and attitudes which members of the organisation bring to bear on their work performance and personal relationships.

If employees are under pressure been accused in sexual harassment or other discriminating issue, they feel frustrated which resulted in poor organizational performance. In reality, many conflicts can be resolved without filing a suit, but women prefer to use this form of protection in order to obtain money.

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Unlike many years ago, today the business organizations are under immense pressure because of the umpredictable, turbulent and competitive environment. If the businesses are to keep up with the ever increasing competition, then they obviously have to manage their resources effectively. Managing the resources have to be done with careful consideration. Managing the human aspect of the organization is very vital as the the success of the entire organization depends on it’s workforce. In other words, managing the workforce in an organization is indeed not an easy task as people basically have different feelings, aspirations thoughts and needs. However, when it comes to managing the human resources effectively, it is rather important to plan how to utilize the humen resources better, in order to get the most out of the workforce, while fulfillling their needs. This is where the human resource planning comes into action thsu taking into consideration both the orgainzation and the employees.

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Sexual Harassment Policy Guidelines – Part I

Permission is hereby granted to modify and use the information in this draft sexual harassment guideline, provided you include reference to the author as shown at the end.

We shall take all reasonable steps to see that this sexual harassment policy is followed everyone in our organization who has contact with employees. This prevention plan will include training sessions, ongoing monitoring of the work site and a confidential employee survey to be conducted and evaluated each year.

Sexual harassment refers to all types of unwanted sexual attention. Sexual harassment does not mean occasional compliments of a socially acceptable nature. Sexual harassment refers to conduct which is offensive to the individual, which harms morale, and which interferes with the accomplishment of our organization mission. This includes pressure to provide sexual favors, and offensive, intimidating comments or actions concerning one’s gender or sexual orientation.

Four basic types of sexual harassment:

1.    Verbal harassment: Sexually suggestive comments, e.g., about a person’s clothing, body, and/or sexual activities; sexually provocative compliments about a person’s clothes or the way their clothes fit; comments of a sexual nature about weight, body shape, size, or figure; comments or questions about the sensuality of a person, or his/her spouse or significant other; repeated unsolicited propositions for dates and/or sexual intercourse; pseudo-medical advice such as “you might be feeling bad because you didn’t get enough” or “A little Tender Loving Care (TLC) will cure your ailments”; continuous idle chatter of a sexual nature and graphic sexual descriptions; telephone calls of a sexual nature; derogatory comments or slurs; verbal abuse or threats; sexual jokes; suggestive or insulting sounds such as whistling, wolf-calls, or kissing sounds; homophobic insults.

2.    Physical harassment: Sexual gestures, e.g., licking lips or teeth, holding or eating food provocatively, and lewd gestures such as hand or sign language to denote sexual activity; sexual looks such as leering and ogling with suggestive overtones; sexual innuendoes; cornering, impeding or blocking movement, or any physical interference with normal work or movement; touching that is inappropriate in the workplace such as patting, pinching, stroking, or brushing up against the body, mauling, attempted or actual kissing or fondling; assault, coerced sexual intercourse, attempted rape or rape.

3.    Visual harassment: Showing and distributing derogatory or pornographic posters, cartoons, drawings, books or magazines.

4.    Sexual favors: Persistent pressure for dates, unwanted sexual advances that condition an employment benefit upon an exchange of sexual favors.

It is not permissible to suggest, threaten or imply that failure to accept a request for a date or sexual intimacy will affect an employee’s job prospects. For example, it is forbidden either to imply or actually withhold support for an appointment, promotion or change of assignment or suggest that a poor performance report will be given because an employee has declined a personal proposition. Also, offering benefits such as promotions, favorable performance evaluations, favorable assigned duties or shifts, recommendations or reclassifications in exchange for sexual favors is forbidden.

Any employee found to have violated this policy shall be subject to appropriate disciplinary action according to the findings of the complaint investigation. If an investigation reveals that sexual harassment has occurred, the harasser may also be held legally liable for his or her actions under provincial and federal law. Anyone making a false claim of sexual harassment will also be subject to disciplinary action.

Any employee bringing a sexual harassment complaint or assisting in investigating such a complaint will not be adversely affected in terms and conditions of employment, or discriminated against or discharge because of the compliant. Complaints of such retaliation will be promptly and thoroughly investigated.

Sexual harassment can occur in any situation, but is especially common in situations where there is a power imbalance between the perpetrator and the victim, due to gender, race, sexual orientation, status or rank differences. Sexual harassment, however, can also occur between peers. Both women and men can be victims of sexual harassment, although it is most common for women to be harassed by men. Sexual harassment also occurs between members of the same sex.

Sexual harassment differs from healthy sexual attraction because it is unwelcome and unsolicited. Sexual conduct becomes unlawful only when it is unwelcome. The challenged conduct must be unwelcome in the sense that the employee did not solicit or incite it, and in the sense that the employee regarded the conduct as undesirable or offensive. NOTE: An employee who was previously involved in a mutual consenting intimate relationship with another person maintains his or her entitlement to protection from sexual harassment, but s/he should inform the other party that any further sexual advances are unwelcome.

Sexual harassment degrades all persons and creates a hostile work environment. It is extremely costly for employers as well as damaging to employees. The effects of sexual harassment on the complainant may include loss of self-confidence and self-esteem, physical symptoms of stress, diminished work productivity, and low morale.

To fight sexual harassment, remember four tactics: confront, report, document, and support.

CONFRONT the harasser. Say No Clearly. Inform the harasser that their attentions are unwanted. Make clear you find the behavior offensive. If it persists, write a memo to the harasser asking them to stop; keep a copy.

REPORT the problem immediately, verbally and/or in writing directly to your supervisor, or to the supervisor of the accused, and to your union steward. Our door is always open and anyone who has been harassed or thinks harassment is occurring, can seek our confidential advice. We will speak with the accused at your request and inform them about illegal conduct and its consequences. We have a zero-tolerance policy for sexual harassment. If the incident is confirmed, the offending employee faces the following possible sanctions: verbal or written reprimand, negative evaluation, denial of promotion, poor recommendations, suspension, demotion, forced resignation, and termination. We will make every effort to create an atmosphere of comfort for recipients of sexual harassment to request assistance in the resolution of complaints, but at the same time we will also protect the rights of the accused until proven guilty.

Note: A single sexual advance, unless severe, may not constitute harassment unless it is linked to the granting or denial of employment or employment benefits. The unwelcome, intentional touching of a person’s intimate body areas is sufficiently offensive to be considered severe, and even a single incident can be considered as harassment. Asking someone for a date is not considered severe. But a repetitive series of non-severe incidents will be considered harassment if the offender was told to stop. It is important for the victim to communicate that the conduct is unwelcome, particularly when the alleged harasser may have some reason to believe that the advance may be welcomed such as a previous consenting relationship.

SEXUAL POLLUTION

There are some acts perceived by the recipient to have a “sexual nature” that are offensive and annoying, but may not be sexual harassment. These offensive behaviors in the workplace pollute the working environment. Therefore, these acts have been labeled sexual pollution. Sexual pollution has the potential of becoming a sexually harassing act. It is an offensive act and should be considered improper. Examples of sexual pollution are: continuous “pet” name calling, such as “baby,” “sweetie, “or ” honey”; referring to an individual as a “hunk,” “fox,” or “broad”; referring to men in general as “dogs,” “swine,” or to women as “bitches,” “wenches, ” or “chicks”; remarks of a sexual nature, open displays of written and pictorial erotica, or nude photographs or posters (such as a nude magazine centerfold) in the workplace, and continuous gift giving with the intention of getting sexual favors in return.

A single act of sexual pollution by itself may not constitute sexual harassment. However, continuous acts with the appearance of a sexual nature probably would be. The “reasonable person” standard will be used to determine if it is or not.

DOCUMENT the harassment. While the incident is still fresh in your mind, write down what happened, where, when, and how you responded, if possible, word for word. Include the names of witnesses, if any. Keep notes in a journal or notebook to show a continuous record. Send a dated, certified, return-receipt letter to the harasser, asking that the harassment stop, and keep a copy for yourself. Use your telephone answering machine to tape phone calls from the harasser, and save phone messages that are left for you. Keep the records in a safe place, away from work. Documentation will be essential if you must defend yourself in court or before an administrative hearing panel. Document your work. Keep copies of performance evaluations and memos that attest to the quality of your work. The harasser may question your job performance in order to justify his behavior.

SEEK SUPPORT from others. Talk to a friend, colleague, or relative, an organized group, or counselor, and your supervisor or someone in personnel that you trust. Not only will you benefit, you may learn of others who have had similar experiences who can offer strategies for dealing with the harassment and support. Look for witnesses and other victims. You may not be the first person who has been mistreated by this individual. Ask around discretely; you may find others who will support your charge. Two accusations are much harder to ignore. Get the union steward involved right away.

REMEDIES AVAILABLE TO VICTIMS OF SEXUAL HARASSMENT

If you have been discriminated against on the basis of sex, you are entitled to a remedy that will place you in the position you would have been in if the discrimination had never occurred. You may be entitled to hiring, promotion, reinstatement, back pay and other remuneration. You may also be entitled to damages to compensate you for future pecuniary losses, mental anguish and inconvenience. Punitive damages may be available, as well, if an employer acted with malice or reckless indifference. You may also be entitled to attorney’s fees.

ARE YOU THE HARASSER?

Those accused of sexual harassment are often surprised to learn how their behavior is perceived by those who feel victimized by such behavior.

•    Review your attitudes and actions toward others. Examine how others respond to what you do and say. Is your behavior sex-neutral and bias-free?

•    Imagine yourself a victim of unwelcome sexual attention by someone having control over your career or livelihood.

•    Consider the impact you have on other’s attitudes toward their work and self-esteem.

•    Do not assume that your colleagues, peers or employees enjoy sexually oriented comments about their appearance, or being touched or stared at.

•    Do not assume that others will tell you if they are offended or harassed by what you say or do.

•    Be aware of other’s feelings and responses to sexual harassment. Could your behavior cause others to experience the vulnerability, powerlessness, and anger described by victims?

Permission is hereby granted for you to modify and use the information in this article provided that you include a reference as follows:

Original document created by Al Link (4 Freedoms Relationship Tantra)

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From wide open spaces to rugged mountains, rolling meadows to dramatic coastlines they all play an important part in the nature of landscape. However, with such a view it is often hard to appreciate the beauty because there is nowhere for the eye to settle and concentrate on.

Read more on Close Up Photography, an Emotional Approach to Nature Photography…