\"Lesbian, Gay, Bisexual, and Transgendered Employees in the Public Sector Workf
ID: 453043 • Letter: #
Question
"Lesbian, Gay, Bisexual, and Transgendered Employees in the Public Sector Workforce" Please respond to the following:
Analyze the two news events published within the past 12 months related to sexual harassment laws for or against lesbian, gay, and bisexual individuals.
Propose at least two ways your agency plans to address these events, highlighting two challenges to identifying and prosecuting offenders within your agency.
Debate It: Take a position for or against this statement: A public sector agency should provide medical benefits to employees who choose to have surgery to change their sex. Provide at least two reasons and examples to support your position.
Explanation / Answer
Article 1. http://www.frontiersla.com/News/Context/Story.aspx?ID=1864426
Los Angeles Police department Sgt. Ronald Crump was successfully awarded a $1.5 million dollar against a lawsuit that he files against his department mainly supervisors. The allegation were based on repeated harassment by his superiors about his sexual orientation in work place and around his peers.
The complain was originally filed through legal channels in the department stemming for allegation of harassment by his superiors dating back from 2009 for his acceptance of homosexuality. The city had several chances to settle and resolve before court, but they decide to take it for trial. The lack of internal rules to handle this situation properly, it was not considered as a action of misconduct, it was left on jury hand for this case. In the end, he won the verdict; he lost his job and career as result of settlement.
Article 2. In case of Tamara Lusardi vs US army, Lusardi. After Ms. Lusardi a disabled person, transitioned from a male to female to the job, her supervisor continued to call her "sir" and told her not to use female washroom.
The EOOC ordered department of army to grant full access of all women facilities to Lusardi and ensure all co-workers to halt discriminatory and harassing conduct. In Addison it is also to provide Lusardi attorney fees and compensatory damages and provide training to employees also.
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