Sexual Harassment 6 - Because We Can

Policy

The company wields the threat of dismissal for sexual harassment as an employment termination tool. “Voluntary” termination.

The terms are simple: in return for not dismissing the employee because of sexual harassment, the company will “settle” for the employee’s voluntary termination. There is a paper to sign, of course, leaving the accusation in the ex-employee’s folder but, because he (always a he) left the company before disciplinary action was implemented, all references to other potential employers will state simply that “The employee left of his own choice” and make no mention of the charge.

Oh, and there will also be no unemployment insurance – you left on your “own choice” after all – your 401(k) vestiture will be withdrawn, as well as any sick pay and vacation accrued (unless stupid old state laws get in the way). It also seems to solve and streamline a lot of sticky procedural issues about how the charges are investigated and substantiated.

All in all, whenever the company needs to trim the middle ranks, sexual harassment is an effective hedging tool. It works especially well in conjunction with Zero Tolerance and Promote-Management-Women-From-Within policies.

Oddly, it rarely benefits those women on the line who are harassed by co-workers and management. Only in those rare instances where the woman is strong enough to be forthcoming on her own. But those are bitches, aren't they?, and probably lesbians, too.