Question

this chapter brief is on the case: burlington industries, inc v. Ellerth (1998)

please write a sumary on the results of the case and a reflection

Identification (Brief Title and References) -Case: Burlington Industries, Inc. v. Ellerth (1998) -The employee in this case, Kimberly Ellerth, From March 1993 until May 1994, worked as a salesperson in one of Burlington's divisions in Chicago Illinois. -During her employment at Burlington, she alleges, she was subjected to constant sexual harassment by her supervisor, (Ted Slowik). Introduction (After identifying your source, describe the topic you chose and identify why it is significant. Present any background or facts that will enable the reader to clearly understand) -An employee (Kimberly Ellerth) claimed she was constructively discharged because of unwanted, persistent sexual advances by her supervisor. -On behalf of the court; she could still bring a cause of action based on hostile environment sexual harassment. The court mentions that the employee could still bring forward the sexual harassment action. In certain instances, such as this where there is no loss of tangible job benefits, the employer could use an affirmative defense the existence of procedures for reporting and handling sexual harassment complaints and an employee's failure to use them. - Although it states the employer had a sexual harassment policy, the employee did not report the harassment until a few weeks after she left the organization. Results (Identify and clearly state the key points from your source. Describe what your source had to say, and do you agree or disagree? Tell in why or why not. Give specific examples of how you have seen this issue play out in your work or personal life) Reflection (Thinking about this brief, write a well-thought out reflective statement about how this assignment could influence your personal, academic, and professional leadership and managerial development) In my opinion, every individual has a right to work freely, right to free choice of employment, right to justified, and favorable work environment. Establishing Sexual harassment is a violation of the basic work rights permitted to all individuals. Thus, it is sensible to allow employees the ability to bring such cases into light.

Answer 1

Summary and reflection from my perception, the answer amy differ from others thank you and please like this answer if this helps you.Thank you!

In this scenario was Kimberly Ellerth, a Burlington Industries women sales person who was based for Illinois. She accused a mid-level boss from 1993 to 1994 to whom her instant superiors recorded frequent aggressive comments and movements, though she never told those in charge of his behavior. Ellerth was elevated, but she said that she had to resign, due to her manager's unwanted remarks about her tits, buttocks and thighs in a condition regarded as a positive discharge, and how it would be simpler to do her work, if she "loosened up" and worn shorter skirts. Ellerth then lodged an appeal and Burlington was given summary judgement by a federal district court. While the court thought that the action of Ellerth's subordinates resulted in a hostile working environment, it considered Burlington overlooking his actions and without reason to be aware of it. The court also noticed that Ellerth had refused to use the complaint process of the agency. This case then moved to the Court of Appeals of the Seventh Circuit to reverse the decision of the lower court.

Conclusion - However no direct negative consequences are suffered by the abused worker. In most jurisdictions, this type of discrimination does not necessarily hold an employer responsible. In its Burlington decision, the Supreme Court argued that these two classes still helped to analyze claims, particularly on the threshold of whether sexual harassment happened, but these conditions are not necessary. These are not necessary. The court affirmed that Ellerth had a claim to sexual harassment under those circumstances. The Court referred the dispute to the District Court for further proof of the alleged harassment and actions of the company in its remedy.