NCJ Number
132664
Journal
Corrections Today Volume: 52 Issue: 5 Dated: (August 1990) Pages: 62,64,66,68,70
Date Published
1990
Length
5 pages
Annotation
This article reviews legal issues and institutional practices pertinent to the sexual harassment of female correctional employees.
Abstract
In the 1980s more women began working in men's prisons as corrections officers, psychologists, hearing officers, and in other positions. Corrections agencies may be particularly vulnerable to charges of sexual harassment due to the male-oriented atmosphere of much of the corrections field. The Federal law on which sexual harassment claims may be based is Title VII of the 1964 Civil Rights Act. The Federal Equal Employment Opportunity Commission has also issued guidelines that define sexual harassment. State laws may also prohibit sexual harassment. There are two types of sexual harassment that have been recognized by statutes and the courts: "quid pro quo" harassment and harassment involving a "hostile work environment." "Quid pro quo" sexual harassment involves unwelcome sexual advances by a supervisor which carry the implication of punitive job-related actions if the employee does not comply with the sexual requests. Harassment that involves a hostile work environment consists of sexually oriented behaviors that adversely affect an employee's work performance. Prevention of sexual harassment in a corrections setting requires a precise written policy that delineates and prohibits sexual harassment as well as specific training designed to instruct employees in the nature of sexual harassment and how to avoid it. Supervisors and managers must also be trained to respond appropriately to employee claims of sexual harassment.