Module 2 Response


Module2 Response

Module2 Response


Iconcur with the writer that vicarious liability dictates thatemployers can be held responsible for the actions or omissions oftheir workforces as long as it can be proven that the member wasacting while as an operative of the organization. Typically, whenemployers are caught in a fix like this, they argue that the laborerwas acting outside the scope of the organization or that the workerwas an independent contractor thus the employer should not be heldliable for their actions or omissions. The writer cites Ivancevichand Konopaske (2013), who argue that companies need to be concernedand furthermore take appropriate measures in cases relating to sexualharassment. The reference offers the work authenticity andreliability as it indicates that the student undertook research onthe topic. In my opinion, I vary with the learner concerning thetermination of the president from his duties. The head should not befired until conclusive investigations have been done so as todetermine all the variables of the allegations brought forward.However, it could be wise for the president to step aside so as tomaintain his integrity and give room for thorough inquiries to takeplace and then resume his duties if he is cleared of all pendingcharges.


Iagree that firing the president without conclusive investigations onall variables is not a definitive solution. However, it is alsoimperative to make certain that if found guilty after investigation,then the president should face the full force of the law concerningsexual harassment. True to the answer in discussion two, sexualharassment cases are hard to determine because of the many variablesinvolved, majorly being that what is considered sexual harassment toone party may not necessarily reflect the same opinion to anothergroup. In my view, when handling a case like this the entirelyclarity of the law regarding sexual harassment should be exercised.Moreover, I agree that consistency in the handling of sexualharassment cases clears doubts about discrimination. Employers shouldcome up with measures to ensure that variability relating to sexualharassment is at its minimum because this way, teams will have enoughtrust in the system.