Case Study: She Says, He Says

Introduction

The case study involves Jack Morgan and Deborah Bennett. According to Bennett, Morgan has been sexually harassing her for the past six months since their first date which did not go according to the plans of Jack Morgan. She states that sexual harassment happens only at the time when there are no third parties in the office. On the contrary, Jack Morgan claims that since their first date, he has been treating her respectfully at the workplace, as the other employees can attest. In such a scenario, it is evident that the case of both parties suffices to be a case of "He Says, She Says." Therefore, is crucial to effectively examine the cases without sidelining with one party over the other and risk to be sued. Therefore, this paper provides an analysis of the case to understand the party who is saying the truth. Further, there will be recommendations on how the promotions will happen at the workplace.

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First, we should evaluate Deborah's statement that since her first day with Jack Morgan six months ago, she has been facing sexual harassment. Furthermore, she feels that Morgan did not see her for promotion due to her refusal to accept his request to go to bed with him. From the case study, it is crucial to understand that her date with Morgan was purely a personal matter. However, if Morgan has been harassing her at the workplace, the management should intervene. However, she will have to provide the exact date and time when she was sexually harassed at the workplace since there are no witnesses and it is a case of her word against hers. This is to ensure that there is no bias in making the decisions.

As for Jack Morgan, there must be an investigation of his practices at the workplace. Malpractices by managers or leaders should not be tolerated in the workplace. However, according to his statement, he did not sexually harass her, as such he cannot be prosecuted without the appropriate grounds. Therefore, the investigation should begin with the assessment of whether there are recordings, both video or audio, of him sexually harassing Deborah Bennett. Further, the management will also assess the occasions when Morgan and Deborah have been alone. However, Jack Morgan will also be asked whether he revealed information about the ongoing search for his placement. If he did, that suffices to be a breach of contract of confidentiality and misuse of his position at the workplace to achieve his desires. During the investigation period, he will have to be suspended for the time being.

During the investigation, Deborah's accounts should be correct and should match the workplace records. The investigation suffices to evaluate whether Deborah's account is objective and not subjective. We can assume that she was subjective and only revealed the information when she did not get recommended for the promotion. Thus, the investigation suffices to understand the objective of the accuser. The case suffices to be a scenario of gender discrimination if Jack Morgan is found guilty. Deborah Bennett should understand that she cannot sue the company yet since the management was not aware of Morgan's action. Moreover, if the organization's management does not find Morgan guilty, she will be asked if requires to proceed with her case and sue Jack Morgan whereby government officials can conduct a formal investigation. Morgan's suspension during the investigation should be as per the organization's guidelines and also ensure he does not intimidate Deborah.

Moreover, the promotions will begin afresh to ensure that all the employees who feel they are fit for the position of regional manager are selected. This is to ensure the process is open and not bias. At this point, the management will have to conduct the evaluation of the employee who fits for the position and disregard Morgan's recommendation. Henceforth, the promotions in the organization will be open, and all the employees will be notified of any position that needs to be filled. Therefore, there should be transparency in the corporation whereby promotions do not happen based on the recommendation. This is because other employees may be biased against their subordinates. That is, their recommendation may be clouded by their personal feelings.

Conclusion

To conclude, to avoid future case whereby sexual harassments exist at the workplace, the organization should have clear guidelines on how to report the particular cases. Hence, if an employee is sexually harassed at the workplace, he or she should report with immediate effect to one of the managers or officials. Hence, a prompt committee will be set to investigate how the employee was harassed. This is to ensure that the employees do not continue to suffer at the hands of their perpetrators. Furthermore, the relationship between employees at the workplace should be strictly professional; hence, there should be no office dating. Therefore, any intimate relationship that elopes between the employees should be done outside the company to ensure that it does not interfere with the normal running of activities in the workplace.