As benefit, such as promotion, salary increases,

       As stated by Equal Employment
Opportunity Commission, there are two types of sexual harassment cases in the
workplace that can be examined. One of which is called a Quid pro quo
harassment, meaning a favor or advantage granted or expected in return for
something else. For an example, if an employer is to request a sexual favor
from a potential employee in order to better secure their position and the
potential employee is to accept, then it will ultimately be considered a Quid
pro quo harassment case. In addition, a rejection of sexual advance or request
for sexual favors leads to a tangibles employment detriment or a loss of a job
benefit, such as promotion, salary increases, is also considered a Quid pro quo
harassment. The case I chose is about a male employee endured quid pro quo
sexual harassment by female boss that the male employee was fired after
rejecting the sexual advances of his female boss. The reason I chose this
particular case is because the opposition of sexes involved in the harassment
case which a female employer to request sexual favor is uncommonly accused by
male employee.

       The case in which Quid Pro Quo Sexual
Harassment within the workplace occurred is Corey Lashley, plaintiff V. New
Life Business Institute, Inc., and Sheila Flynn, Defendants. On April 7, 2012, Flynn approached Lashley at a night club in Queens, New York, and offered
him a job advertising for NLBI after having sex that night. From the beginning
of Lashley’s employment, Flynn made sexual advances towards Lashley. Flynn
would tell him to go to her house at night which he intended to discuss work at
her house but it ended up having sex. She constantly sent him flirty text
messages and engaged in sexual activity with him at the office. Lashley would
doubt to turn down these sexual advances. He informed her many times prior to
his termination that he didn’t want to involve in sexual contacts with her.
However, Lashley continued to have sexual relations with Flynn despite the fact
he told her that he “was feeling bad” about their relationship and he
didn’t want to see her in May which was the following month. Eventually Flynn
forced Lashley to go on an unpaid vacation for two weeks so that she could
recover from this relationship, thought she later recalled requirement and
allowed him to work. Soon after he was terminated on July 2nd. Ultimately,
Lashley ‘s quid quo sexual harassment claim was able to prevail because the
jury found a crucial connection between Lashley rejection of Flynn’s sexual
advances and his termination at the NLBI. 
The court upheld Lashley’s damages award which included $30,000 in
punitive damages and $10,000 in compensatory damages.

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       I think that the agent in my case study
has done something praiseworthy because as a male employee who was harassed by
a female employer Lashley is able to stand up for himself and is willing to put
spotlight on the issues of sexual harassment. A moral theory to assess this is
Utilitarianism. Utilitarianism is an action that maximize benefits for the
majority. In order words, if an action is morally correct, it can result in the
happiness of the greatest number of people. Lashley in this case is not only
sending a message that sexual harassment is one of the biggest issue in the
society but also doing something positive specifically to male victims who would
think they are one of a few being harassed and don’t have the courage to stand
up for themselves to confront these issues. If Lashley’s case encourages more
people to come forward to shed light on sexual harassment, it will significantly
reduce chance for people to endure such an immoral act.

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