Sexual Harassment against Waitresses in Morocco: A Case Study of El Jadida

This paper reflects on the growing problem of sexual harassment in Morocco. It particularly focuses on the sexual harassment perpetrated on waitresses in Moroccan cafés. The findings of this study are grounded on qualitative data collected from El Jadida cafés where 25 informants were interviewed. The respondents included 10 waitresses, 10 male café clients, and 5 café managers. The major aim of the study is to explore the nature and extent of sexual harassment against waitresses, delve into the micro and macro socio-economic structures which contribute to it, and find about the attitudes of the victims as well as of their male harassers. Most importantly, the study addresses the frequently taken for granted gendered assumptions and hegemonic power relations which reproduce, sustain, and normalize sexual harassment against women in the workplace.Keywords: Sexual harassment, waitresses, cafés, gender-based violence, Moroccan cultur

The Customer Is Always Right . . . Not!: Employer Liability for Third Party Sexual Harassment

This article will ask a series of questions. What is third party sexual harassment? Under what conditions does it occur? Does it differ in any significant respects from traditional notions of sexual harassment? Should those differences, if any, make a difference in the way that the legal system addresses third party harassment? And indeed, should the problem be addressed solely through the legal system? What might an employer do to alleviate sexual harassment of this type? The thesis of this article is that third party sexual harassment is a prevalent form of harassment that the legal system does not currently nor energetically pursue. At a time of breathtaking workplace change, it is just one more destabilizing, and sometimes traumatizing, obstacle for women and their advancement in the workplace. Exposing third party sexual harassment for what it is will act as a catalyst for more vigorous action, both of a legal and non-legal nature, to eradicate it from the workplace. To that end, the conclusion of this Article will pose some suggestions about remedies that affected victims could pursue. Part I of this article will explore the prevalence of third party harassment, drawing on evidence from a number of different types of workplaces. The purpose of this section is to establish the reality and consequences of third party sexual harassment. In Part II, the response of the legal system to third party sexual harassment will be detailed, beginning with a brief overview of basic sexual harassment doctrine. Part III, on the other hand, will look at the assessment of third party harassment from the point of view of business, and the literature on the role of sexuality in the workplace which forms the basis of an interdisciplinary account of sexual harassment. Suggested directions for the legal doctrine in this area and options for eliminating this form of behavior in the workplace will be suggested. Last, this article will suggest that harassment in any form will not abate until a comprehensive approach to employee dignity is adopted, in which any form of harassment on any basis is deemed inappropriate and illegal

The Customer Is Always Right . . . Not!: Employer Liability for Third Party Sexual Harassment

This article will ask a series of questions. What is third party sexual harassment? Under what conditions does it occur? Does it differ in any significant respects from traditional notions of sexual harassment? Should those differences, if any, make a difference in the way that the legal system addresses third party harassment? And indeed, should the problem be addressed solely through the legal system? What might an employer do to alleviate sexual harassment of this type? The thesis of this article is that third party sexual harassment is a prevalent form of harassment that the legal system does not currently nor energetically pursue. At a time of breathtaking workplace change, it is just one more destabilizing, and sometimes traumatizing, obstacle for women and their advancement in the workplace. Exposing third party sexual harassment for what it is will act as a catalyst for more vigorous action, both of a legal and non-legal nature, to eradicate it from the workplace. To that end, the conclusion of this Article will pose some suggestions about remedies that affected victims could pursue. Part I of this article will explore the prevalence of third party harassment, drawing on evidence from a number of different types of workplaces. The purpose of this section is to establish the reality and consequences of third party sexual harassment. In Part II, the response of the legal system to third party sexual harassment will be detailed, beginning with a brief overview of basic sexual harassment doctrine. Part III, on the other hand, will look at the assessment of third party harassment from the point of view of business, and the literature on the role of sexuality in the workplace which forms the basis of an interdisciplinary account of sexual harassment. Suggested directions for the legal doctrine in this area and options for eliminating this form of behavior in the workplace will be suggested. Last, this article will suggest that harassment in any form will not abate until a comprehensive approach to employee dignity is adopted, in which any form of harassment on any basis is deemed inappropriate and illegal

The Customer is Always Right… Not! Employer Liability for Third Party Sexual Harassment

This article will ask a series of questions. What is third party sexual harassment? Under what conditions does it occur? Does it differ in any significant respects from traditional notions of sexual harassment? Should those differences, if any, make a difference in the way that the legal system addresses third party harassment? And indeed, should the problem be addressed solely through the legal system? What might an employer do to alleviate sexual harassment of this type

Sexual Harassment in the City of Sin : Windsor, Ontario, 1965-1980

https://scholar.uwindsor.ca/undergraduate-major-papers/1009/thumbnail.jp

Customer Domination at Work: A New Paradigm for the Sexual Harassment of Employees by Customers

This Article introduces a novel legal paradigm—customer domination at work—to address the sexual harassment of employees by customers. This new approach challenges the prevailing paradigm, which focuses on the employer-employee binary relationship. I show how, under current Title VII law, the prevailing paradigm leads to a weaker form of employer liability than other instances where employers are liable for the sexual harassment of their employees. The protection for workers is also limited. The same is true of two other legal regimes discussed in the Article: Germany and Britain. More importantly, I argue that the prevailing paradigm precludes a true understanding of the problem of third-party harassment that recognizes the power of customers within an employer- employee-customer triangular relationship, seeing the customer as integral to the organization of work. Within the triangular relationship, customer domination at work is created, consisting of three aspects: masculinity, authority, and service market power. Customer domination is shaped and reinforced by employers, and is exploited by customers in these cases of harassment. This should lead, I claim, to placing stricter legal liability on employers, incentivizing them to change workplace practices that provide customers with such power, and to customers bearing legal responsibility that parallels employer liability

Fiscal Year 2006 Annual Report on the Operations and Accomplishments of the Office of the General Counsel

[Excerpt] The Equal Employment Opportunity Act of 1972 amended Title VII of the Civil Rights Act of 1964 (Title VII) to give litigation authority to the Equal Employment Opportunity Commission and provide for a General Counsel, appointed by the President and confirmed by the Senate for 4-year term, with responsibility for conducting the Commission\u27s litigation program. Following transfer of enforcement functions from the U.S. Department of Labor to the Commission under a 1978 Presidential Reorganization Plan, the General Counsel became responsible for conducting Commission litigation under the Equal Pay Act of 1963 (EPA) and the Age Discrimination in Employment Act of 1967 (ADEA). With the enactment of the Americans with Disabilities Act of 1990 (ADA), the General Counsel became responsible for conducting Commission litigation under the employment provisions of that statute (Title I; effective July 1992). The mission of EEOC’s Office of General Counsel (OGC) is to conduct litigation on behalf of the Commission to obtain relief for victims of employment discrimination and ensure compliance with the statutes that EEOC is charged with enforcing. Under Title VII and the ADA, the Commission can sue nongovernmental employers with 15 or more employees. The Commission’s suit authority under the ADEA (20 or more employees) and the EPA (no employee minimum) includes state and local governmental employers as well as private employers. Title VII, the ADA, and the ADEA also cover labor organizations and employment agencies, and the EPA prohibits labor organizations from attempting to cause an employer to violate that statute. OGC also represents the Commission on administrative claims and litigation brought by agency applicants and employees, and provides legal advice to the agency on employment-related matters