BTX3991 Lecture Notes - Lecture 10: Victimisation, Oracle Corporation, Vicarious Liability

• School: Monash Caulfield
• Department: Business Law and Taxation
• Course: BTX3991
• Professor: All

Document Summary

Factors to consider in determining what is reasonable include: S 15(2) a person must take reasonable and proportionate measures to eliminate that discrimination, sexual harassment or victimisation as far as possible. The prohibition against sexual harassment under the eoa. Staring at a colleague or parts of their body. Offensive and unwelcomed email messages or screen savers. Offensive and unwelcomed telephone calls, voice mail or sms messages. Female (ms gls) harassed by male (mr plp) His ho(cid:374)ou(cid:396) (cid:396)eje(cid:272)ted plp(cid:859)s (cid:272)lai(cid:373) that gls (cid:272)ould ha(cid:448)e (cid:396)efused his ph(cid:455)si(cid:272)al g(cid:396)opi(cid:374)g a(cid:374)d (cid:396)e(cid:395)uests fo(cid:396) se(cid:454) (cid:449)ith (cid:373)o(cid:396)e force and at an earlier time. Justice garde said the obligations of employers were clear: It is enough if the p(cid:396)i(cid:374)(cid:272)ipal(cid:859)s (cid:272)o(cid:374)du(cid:272)t constitutes sexual harassment under the act. An individual who discriminates against or sexually harasses another person in the workplace can be legally liable for their behaviour.