Case Study Marketing: Nyquil

Contextual investigation Marketing: Nyquil Nyquil is a brand of over the counter medication created by Vicks, which is a division of the Procter and Gamble Company. This medication comes in type of syrup and fluid containers and tablets that are utilized to for the treatment of a wide scope of cold indications. Promoting of Nyquil is done both in the local market and universally by the Procter and bet through it Vicks auxiliary that it purchased from Richardson Vicks in 2005.Vicks is known world generally for its advertising of marked customer medicinal services items. Before its securing by PG the Vicks Company had in excess of thirty auxiliaries everywhere throughout the world some of which were procured by PG as well. One of them is the India Richardson Hindustan Limited (RVL) Company that has extraordinarily contributed in the assembling and dissemination of the Nyquil medicate (Richardson Vicks Inc. (RVI)).Nyquil is the main medication suggested by drug specialists for evening time alleviation of cold among grown-ups and it is accessible in excess of 70 nations inside five mainlands where its disseminated by changed PG wholesalers. Medication merchants in drug stores, government and private emergency clinic and pharmaceutical organizations get their Nyquil drugs sent to their nations with the by the makes and the Subsidiaries of PG pharmaceutical items. This physical dispersion of the medication is done through an efficient flexibly chain that spreads from the production to the purchaser. The buying of this medication should either be possible by genuinely visiting the pharmaceutical organizations or by setting on the web offers through site like Amazon.com and Vicks.com Some pharmaceutical organizations that dont produce the Nyquil tranquilize go about as the dispersion places by purchasing the medication in mass from Vicks organization and other pharmaceutical related with PG and they repackage it with course and consent from the producer. Such organizations utilize deals operators who sell the medication either legitimately or through the web. They advertise Nyquil to the wholesalers, private purchasers, medical clinics and once in a while to chosen retail vendors. The wholesalers purchase from such organizations, break the mass and redistribute the medication to the retail dealers in drug stores and little private emergency clinics. This multi channel conveyance of Nyquil has made it simple to send out the medication to different markets everywhere throughout the world. The promoting of the Nyquil sedate has for the longest of time been helped by its image quality. Notice Nyquil to any American and they will comprehend what you are taking about. Truth be told it could similarly qualify as the most mishandled cold over the counter medication since it has a steadying impact on its client. Boundless TV radio and print notice have made item mindfulness and made perfect market introduction for the medication. The fluid variety of Nyquil was tried without precedent for 1966, and formally propelled into the market in 1968 with a few TV and magazine ad and suggestion from the clinical world. Subsequently, Procter and Gamble utilized $ 17 million dollars to advance fluid Nyquil during its dispatch in 1980(New York Magazine 12 Vol. 24, No. 38) Further more, Nyquil has become a typical name to most house holds in American family units and its the for the most part suggested over the counter medication for curing cold side effects. Its motto that considers it The evening time, wheezing, sniffling, hacking, throbbing, best-rest you-at any point got-with-a-cool medication is an eye catcher for anybody showing the referenced side effects of a virus. With this trademark comes a rundown of Nyquil variety, each custom fitted to the various definitions on offer. Progressively over the Nyquil Liquid drug is accessible in scopes of the Soothing Original, Soothing Cherry, and Vanilla Cherry Swirl. The soonest promoting of Nyquil additionally made a specialty showcase for it as the greatest evening time mitigate for cold since it has a fixing that makes somebody tired and assist him with dozing serene. This nature of Nyquil was recently scrutinized by the individuals who didnt need to utilize a virus cure with the goal of dozing right away. To keep up the medications specialty and hold her clients Vicks organization thought of Dayquil, a daytime partner of Nyquil which doesn't contain the quieting fixings or liquor that is found in Nyquil. In this manner, Procter and bet s ready to fulfill both the day time and evening time customers of powerful virus cure. Another promoting technique utilized in the showcasing of Nyquil is the utilization of Nyquil Coupons. This coupons which are dispersed by either Procter and Gamble Sunday News Circular enhancement called PG Brand Saver, from the doctors and allergists, week after week roundabout of drug stores like Walgreens and CVS or in outsider Coupon Sites like Coupon.Com.These coupons empowers to one purchase Nyquil prescription at a limited rate during a recurrent buy and are attempting to draw in and support rehash purchasers of the item. To make it simpler for clients the coupons are accessible in clippable and printable online structure, thus any individual can get to them (Pharmacy Drug Guide.com). Another advancement methodology that was propelled for this item in 2009 was the utilization of web based life Facebook.According to the a client audit the most alluring thing about the Nyquil face book page was that the starting language utilized in it didn't attempt to get you directly to the item yet first informed you regarding the page itself specifying the developing number of its fans so as to cause somebody to feel like he was passing up something. During a similar period it had a free Nyquil T-shirt offer for the Nyquil clients who posted the best tranquil dozing photographs indicated to have been taken after one had taken Nyquil for their virus. As per another blogger, it took just 7 days for the quantity of Nyquil fans to develop from 30199 to 95,125 and in the following twenty four hours they had developed to a hundred thousand. This sort of promoting has made a broad presentation to the item and intrigued purchasers from everywhere throughout the world can without much of a stretch access data on it. As a result, the methodology has helped in making wide spread item information and in beating the basic misguided judgments that contender now and again spread about the item. Other than face book, advertisers at PG utilize various Websites to promote their item. For example, Vicks.com is a site that gives item data on all the varieties of Nyquil prescription and any advancements engaged with its buy and where to look for it. For example, on the Nyquil and Dayquil item data page there is data on the accessibility of Combo bundles of the medication and on the advancement page there is a limited time advert that requests that somebody Search Nyquil on face book to enter the Vicks Nyquil/Dayquil look for the most devoted NFL fan. The Promotion get line is In the NFL there are no days off. Such limited time exercises are planned for engaging the medication to the NFL fans (Vicks.com). The advertisers of Nyquil have additionally been known to showcase the item through making of its interest. This sort of showcasing plays on human brain research by utilizing words that are appealing to the shopper. Most Nyquil commercials Market it as a medicine that that work while an individual is resting. This is deciphered to imply that it doesn't meddle with a people daytime plan. This evening time claim joined with the reality Nyquil tablet comes in Tablet and container structure as well as in fluid structure helped increment the interest for the item. Basically there front Nyquil is seen as the most strong cold prescription. This is a force approach that causes in drawing in shoppers to the item without the maker pushing them to do as such. In spite of the fact that NyQuil contains 25% liquor this cure has become the gold characteristic of cold prescription. Be that as it may, the variety of Nyquil given to kids just come in syrup structure and doesn't contain any liquor. With regards to client care, PG targets giving the best to her Nyquil clients who are spread everywhere throughout the world. The assignment of taking care of such a significant number of clients can be a serious strategic weight and labor weight to one organization. There front, PG as a rule out-sources the client care administration from Public Relation specialists on contract premise. This additional assistance supplements and assists with working up the client aptitudes showed by PG staffs. For example on June 30th, 2003 the organization redistributed the client care ability of Syke Enterprises Incorporated on a multi year contract at an expense of 70 million. Sykes, a reknown mammoth in arrangement of client care administrations was to give client care the board administrations and help give answer for the P G buyer issue and help spare expense. Section 2 In spite of the fact that the above advertising techniques have helped open the business entryways for Nyquil some of them have accomplished diminishing maintainability. For example, at times PG has been blamed for taking part in unlawful advertising procedures in the advancement of Nyquil. Model was in the late 2009 when PG got itself under the examination of the Federal Drug Administration (FDA) for wrongfully touting two Vicks marked over-the - counter medications, Vicks Nyquil in addition to nutrient C and its day time partner Vicks daytime in addition to nutrient C as both a medicine for cold just as a dietary enhancements. The showcasing language utilized on this medications said that they worked by consolidating the incredible multi indication help of Dayquil with over 150% of the suggested estimation of nutrient. This was done as a promoting system during the hour of a pig influenza scourge yet FDA asserted that there isnt all around investigated and confirmed material that s hows nutrient C helps in avoidance of colds. Thus, the organization was given 15 days to alter the infringement (Straczynski). Market contenders of Nyquil have additionally scrutinized the utilization of liquor as a fixing to the medication. This has prompted the uncontrolled maltreatment of the medication is look for the high that is gotten from its overdose. Despite the fact that its makers attempted

Slavery in Latin America Essay -- Latin American History Slavery Essay

Bondage in Latin America Chile History Prior to the appearance of the Spanish in the sixteenth penny., the Araucanians had for some time been in charge of the land in the southern piece of the area; in the north, the occupants were managed by the Inca domain. Diego de Almagro, who was sent by Francisco Pizarro from Peru to investigate the southern district, drove a gathering of men through the Andes into the focal swamps of Chile yet was ineffective (1536) in building up an a dependable balance there. In 1540, Pedro de Valdivia walked into Chile and, in spite of strong obstruction from the Araucanians, established Santiago (1541) and later settled La Serena, Concepciã ³n, and Valdivia. After an underlying time of unending fighting with the locals, the Spanish prevailing with regards to enslaving the indigenous populace. In spite of the fact that Chile was ugly to the Spanish as a result of its disconnection from Peru toward the north and its absence of valuable metals (copper was found a lot later), the Spanish built up a peaceful society there dependent on enormous farms and haciendas worked by indigenous individuals; the yields were sent to Peru. During the long frontier time, the mestizos turned into a sharecropper class, called inquilinos; albeit in fact free, most were by and by bound to the dirt. During the majority of the pioneer time frame Chile was a captaincy general ward upon the viceroyalty of Peru, however in 1778 it turned into a different division essentially free of Peru. Regional cutoff points were poorly characterized and were the reason, after autonomy, of arduous limit questions with Peru, Bolivia, and Argentina. The development toward autonomy started in 1810 under the administration of Juan Martã ­nez de Rozas and Bernardo O'Higgins. The principal stage (1810-14) finished tragically at Rancagua, to a great extent in view of the contention of O'Higgins with Josã © Miguel Carrera and his siblings. In 1817, Josã © de San Martã ­n, with fantastic hardship, brought a military over the Andes from Argentina to Chile. The next year he won the unequivocal clash of Maipã º over the Spaniards. The New Nation O'Higgins, who had been picked incomparable executive, officially broadcasted Chile's freedom Feb. 12, 1818, at Talca and set up a military dictatorship that described the republic's governmental issues until 1833; O'Higgins administered Chile from 1818 until 1823, when solid resistance to his approaches constrained him to leave. During this time the Britis... ... an immature nation met with little achievement, albeit extraordinary individual fortunes were amassed from tin mining by investors, for example, Simã ³n I. Patiã ±o. Clashing cases to the Chaco, which was believed to be oil-rich, welcomed on one more appalling regional war, this time with Paraguay (1932-35). The battling finished in 1935 with the two countries depleted and Bolivia crushed and deprived of the majority of its cases here. Projects for relieving the ills of the country were hampered by military overthrows and countercoups. World War II demonstrated a shelter to the Bolivian economy by expanding requests for tin and wolframite. Universal weight over expert German components in the legislature in the long run constrained Bolivia to break relations with the Axis and proclaim war (1943). Rising costs irritated the fretfulness of the diggers over hopeless working conditions; strikes were ruthlessly smothered. The emergency arrived at a top in Dec., 1943, when the nationalistic, expert digger National Revolutionary Movement (MNR) designed an effective revolt. The system, in any case, was not perceived by other American countries (aside from Argentina) until 1944, when ace Axis components in the MNR were formally evacuated.

Joy of Having Less The Minimalists on the TODAY Show

Joy of Having Less The Minimalists on the TODAY Show Last Christmas the TODAY show asked us to discuss the joy of having less with Kathie Lee and Hoda on their Christmas Day special. The message we conveyed is just as relevant this holiday season: a life with less stuff is a life with more meaning, more freedom, and more time to focus on whats truly important. Enjoy the interview. For other television, radio, and newspaper interviews, visit our media page. Subscribe to The Minimalists via email.

Risk Youth And Juvenile Delinquency The Impact Of...

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Obesity Factors Associated With Type 2 Diabetes - 956 Words

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Qr Codes Free Essays

Companies can place CRY Codes on clothing, brochures, advertisements, banners, and ore. The article debates whether this technology will have a significant impact in the marketing tools a company uses. Companies can use CRY Codes in various ways to market their product. We will write a custom essay sample on Qr Codes or any similar topic only for you Order Now The article discusses how some enthusiasts of CRY Codes wrote a book about this new technology, entitled The Now Revolution. In their book they included several CRY Codes throughout the book that users could scan and receive additional information, graphs, charts, and videos. This took their book to a whole new level by turning it into an interactive process for the consumer. CRY codes an also be used by companies to link not only to their websites, but to their phone numbers, email, text messages, and more. The codes then can be traced by the creator to determine phone users, I. E. Phone, Android, etc. , and geographic locations of the consumers. I think this specific capability of the tool Is very beneficial to companies especially when determining what location to target their marketing. Also, if a company is considering creating an app, they can use this information to determine whether an phone, Android, Windows, or Blackberry compatible app would be most beneficial. In general, it gives companies another means to determine who is interested, how many people are viewing, and what location they are coming from. Another company that currently uses CRY Codes is Best Buy. Best Buy has CRY Codes next to the price tags on TV’s. These codes link to customer reviews of the product that they are Interested in. This application really is helpful for consumers when making big purchases like this. It allows the consumer to immediately check the reviews In the store, which can speed up the transaction process. It may make challenges for salespeople though, since they have Limited control for negative views that they may be linked to. With this, Best Buy can track which TV’s are linked to more frequently and which ones consumers are simply not interested in reviewing information about. CRY Codes help provide companies another way to calculate Brand Development Indexes. They have the ability to use this tool to localize their marketing strategies. They also can use this to determine on a local level how many users in that region are engaged. This information helps the companies establish and measure the core objectives in their marketing plans. It also allows the company o be in control of some Information that consumers can easily be directed to by the appropriate placement of the codes. The concern with CRY Codes is whether they will be used actively In the future. They could be very beneficial to customers and companies, but they need more exposure to get to that point. With the number of smartened users growing rapidly, the readers will be available to more and more people. The more companies begin using codes, the more consumers will start to notice teen. Walt ten ease AT using teen slimly to retrieve a phone mummer I this technology is going to grow in some form or another in the future. How to cite Qr Codes, Papers

Sexual Harassment in Employment Law

Question: Discuss about the Sexual Harassment in Employment Law. Answer: Introduction: In this paper we conduct a comparative and contrast research on the topic of Employers Liability for Sexual Harassment at Workplace. Sexual harassment is a discrimination which is based on sex. When a person is harassed sexually at his workplace, then this would be consider an attack on the personal dignity of the person. Such harassment not only affects the dignity of the person but also affects the effectiveness of their working, and restricts their earning potential. Practices related to sexual harassment not only affects the victim only but it also affects other employees of the company, and disturbs the environment at workplace. Sexual harassment at workplace can be defined as any unwanted behavior which is sexual in nature, and such behavior occurs at the workplace (OHRC, n.d.). Usually, victims of sexual harassment at workplace are women. It must be noted that they are not the only victims. Men can also be the victim of sexual harassment at workplace, but chances of harassment of men are less. Sexual harassment at workplace is experienced by almost 90% Canadian womens, and they admit that they faced such incident once in their lives. In case of men almost 90% mens admit that they witnessed such incident during their working lives. This paper contains the discussion related to liability of employer for those actions of its employees which are outside the scope of employment. We consider and evaluate the divergent point of view on the abovementioned topic. In last we conclude the essay by presenting our view on different concepts of this topic. Sexual harassment at workplace: Before discussing the employers liability it is necessary that we understand the meaning and concept of sexual harassment. Sexual harassment at workplace is the big problem for the Canadian workforce and victim feel afraid and powerless because of which they did not file complaint against such acts. Supreme Court of Canada defines the meaning of sexual harassment at workplace in such manner that any conduct which is sexual in nature and not welcomed by the victim is considered as sexual harassment. Such conduct not only affects the personal and human dignity of the victim but also affect the work environment at work place. Such behavior results in consequences related to earnings and job of the victim. Sexual harassment is another form of sex discrimination (Canadian Labor Relations, n.d.). In Canada sexual harassment is divided in two types that are: Quid Pro Quo sexual harassment: Quid Pro Quo is Latin version of this for that. In the context of workplace it means a favor for a favor. We can understand this with the help of the example, if any supervisor or any other senior authority offers promotion in work to its subordinate or junior employee, if such employee or junior submit his/her employee unwelcome employee behavior. Hostile work environment sexual harassment: this type of sexual harassment is very common at workplace. It includes series of incidents which involves hostility and unwelcome sexual behavior. However we can say that a single incident is sufficient to create environment which is hostile at workplace. For example unwanted verbal, gestures that are sexual in nature (Canadian Labor Relations, n.d.). Canadians has right to file both criminal case against the assailant and can claim for compensation from their employer or from assailant employer in case of sexual harassment at workplace. Employers are financially liable if there is any incident of sexual assault happens at their workplace. This liability of compensation occurred on employer under constructive dismissal labor law claims. In Canada people are aware that they can claim for financial compensation against their employer in case of leaving their job early because of sexual assault, but they are not aware that they can also file civil claim against their employer as well. Victim can file civil claim in case when employer is found vicariously liable for the sexual assault committed by his employee (Sex assault.Ca, n.d.). Vicarious liability means, it is the liability of the employer that he pay compensation in financial terms to the victim. Such liability on employer is important, because in many cases assailant does not have enough financial resources so that he pays to the victim or judgment. Vicarious liability of employer based on the circumstances of the case, and such factors include: Policies framed by employer related to safety and sexual assault. Awareness of employer in the matters related to sexual assault. Circumstances in which assailant establish contact with the victim Exact place where incident of sexual harassment occurred. It is the general rule that employer is liable for the acts done by its employees, and in case of sexual harassment also employer is financially liable for the act of employee whether or not this offence is committed with the person who is fellow employee. In case when victim is fellow employee, then in such case employer is liable to pay both law suit related damages and constructive dismissal termination benefits. In case, when assailant is working under the employer or if any connection is found between the job, victim and sexual assault then victim is cannot seek constructive dismissal termination benefits from the employer of assailant, but victim can seek law suit related damages from the employer of assailant (Viviers, 2016, Christiansen, n.d.). Canada Labour Code states that every employee in Canada has right to work in the environment which is free from sexual harassment. We have already mentioned above that employer is liable for the acts of its employees, and it is clear that it is the duty of the employer that he takes reasonable steps to prevent sexual harassment at workplace. It is necessary that every employer must make some policies after consulting with its employees to deal with the matters of sexual harassment (Government of Canada, n.d.). Law related to sexual harassment in Canada: Canada Labour Code states the rights of the employees to work in environment which is free from sexual harassment, and requires that employer has to take actions to prevent such matters. Canada Labour Code defines the sexual harassment, and according to this Code any conduct, comment, gesture or contact which is sexual in nature cause or likely to cause any humiliation or offence that can be understand on reasonable grounds that person puts condition of a sexual nature on employment, training or promotion. It is necessary that employers introduce the policy related to sexual harassment at workplace (Government of Canada, n.d.). Canada Labour Code state that every employee has right to work in environment which is free from sexual harassment. Canada Labour Code defines that employer must take reasonable steps to ensure that no employee is subject to sexual harassment. Canada Labour Code defines that employer must make some policy to prevent the activities of sexual harassment, and clause 2 of this section defines the contents of the policy which was specified in clause (1) of this section. Following are the contents of policies that employer has made to prevent the sexual harassment at workplace: Policy page must contain the definition of sexual harassment which is specified in the code. Policy paper must contain the statement that every employee has right to work in the environment which is free from sexual harassment. Policy paper contain that employer will take all reasonable efforts to ensure that every employee must work in sexual harassment free environment. Statement that in matter of sexual harassment employer will take reasonable actions against the assailant. Statement which state the procedure to file the complaint against the sexual harassment to the employer. Policy paper contain the statement that employer maintain the confidentiality in this matter, and does not disclose the name of the person who lodge complain against the sexual harassment. It must be noted that employer can disclose the information and name of the person when such disclosure is necessary for the purpose of investigation. Policy paper contains the statement which states the rights of the employees to file complaint under the Canadian Human Rights Act Clause (3) of this section states that it is the duty of the employer that each person in the organization must aware about the policy specified in clause (1) of this section (Canada Labour Code, n.d.). Any person who has recognized by the Federal Law in Canada as an employer must develop a policy that deals with the sexual harassment and employer develop that policy after consulting its employees or with any union which was representing the employees of the company. Courts in Canada impose the liability on employer for the sexual harassment conducted by its employee with fellow employees, customer, client or any other person if such harassment is conducted at the workplace or that incident has any connection with the job of the employee. The Canadian Human Rights Commission summarizes the standard established by court in Canada for the cases related to sexual harassment at workplace. Following is the summary of standard established by Canadian court: Employers are liable for the acts of its employees related to harassment at workplace. Supreme Court of the Canada stated that it is the aim of the human rights law to identify the discrimination, and then eliminate that discrimination. Court further stated that employers are the persons who have the control of the organization, and they are the only people who can reverse the negative impacts of sexual harassment and ensure healthy environment to work for its employees. Therefore, that does not matter what kind of business or workplace it was, employer is responsible to make sure that any employee does not face the problems related to sexual harassment. If harassment occurs then it is the duty of employer to show that he takes all reasonable steps to prevent the harassment (UN Women, n.d.). Parliament of Canada introduced the Canadian Human Rights Act to fight against the discrimination. The intention of parliament behind this was to provide equal treatment and opportunity to everyone in Canada. The main aim of this act was to promote equality in Canada. This commission receives many complaints, and these complaints are settled through meditation or resolved through the process of dispute resolution. In some cases these complaints are referred to Canadian Human Rights Tribunal for adjudication (Canadian Human Rights Commission, 2012). Section 7(1) and (2) of the Ontario Human Rights Code (OHRC) defines the rights of the person to free from harassment related to sex and any other comment which was related to gender at workplace or housing. Section 7(1) states that any person who occupy an accommodation has right to enjoy his accommodation free from harassment related to sex, sexual orientation, gender identity or gender expression by the landlord, agent or any other occupier lives in the same accommodation. Section 7(2) states that any person who is employee of any organization has right to work at place that is free from harassment related to sex, sexual orientation, gender identity or gender expression by the employer, agent or any other employee. Section 7(3) prohibits sexual solicitation by a person who is in a position that he can confer benefit. Section states that every person has right to free from the sexual solicitation by the person who is in a position to confer, grant or deny a benefit to the person if such person making the solicitation knows that it is unwelcome by other person (OHRC, n.d., OHRC, n.d.). Different views regarding this issue: An above stated facts shows that employers are liable for the actions of their employees that are out of the employment contract such as sexual harassment at work place. Peoples have different views regarding the employers liability for the acts of their employees, and whether employer is liable or not for the acts of employees is depend on the circumstances and facts of the case. There are different views regarding this issue which has their own logic, and own facts. In some cases it is justified that employers has vicarious liability for the acts of its employees, but in some cases it seems unjustified to held the employer liable for the acts of its employees which are done out of the employment. In this paper we discuss the question and views whether employer should be held liable or not for the acts of its employees? Prevention is the most effective strategy to stop sexual harassment. It is not possible that harassment reduced by its own, therefore law impose responsibility to prevent sexual harassment on the employer. In Canada employers are responsible to provide healthy work environment to its employees which is free from sexual harassment or does not discriminate between any employees. Law also levy burden on employer to take steps to prevent sexual harassment at workplace. In case if employer does not take reasonable steps to prevent the harassment at workplace then he is liable for the sexual harassment that has occurred at workplace, even if he does not know about the sexual harassment (HRliabrary, n.d.). It is already stated above that vicarious liability is imposed on employer for the acts of employees, but it is necessary to understand that up to what extent employer should be held liable, and standard of liability. First, it is necessary to state that who can be held liable for the sexual harassment at work place assailant, employer or both. Liability for sexual harassment is attached directly to the assailant or vicariously to the employer. It might be possible that court does not impose any liability on employer for the acts of the employees. Second, in case if court held the employer liable for the act of its employees, then up to what extent standards of vicarious liability applied on employer. Usually, employer of the company held liable for the acts of the employees automatically whenever the sexual harassment occurs. There are possibilities that employer is held liable only when he does not take reasonable steps to prevent the sexual harassment at workplace. Third, court must specify if employer is held liable then how liability would occur on employer, and how it would be apportioned between assailant and employer such as it might be levied jointly on both or severally (Smith, n.d.). As OHRC in Canada, has specified that employers are directly responsible to keep their workplace free from discrimination and harassment. It is the duty of the employer that he provides workplace where human rights are respected and employees treated equally and get equal opportunities. Employers violate the provisions of this code when they directly or indirectly violate this code, intentionally or unintentionally violate this code, constructively discriminate, and directly did not infringe the code but ratify such behavior or action which violates the code. When any employee infringe this code in the course of his employment, then in such case employer will be held liable for the acts of its employee. Section 46.3 of the code applied in case of discrimination, not in the case of harassment. Under the provisions of vicarious liability employer is liable for the acts of its employees even he did not know about such act (OHRC, n.d.). In Canada, employer is held liable for the acts of its employees even in case when they are unaware about the act of its employee. Another view related to this legal issue is whether it is right or not to held employer liable for the acts of employees, if employer takes all the reasonable steps to prevent sexual harassment at workplace, and also he is unaware about the act of employee (Berta, 2003). Before going further in this discussion it is important to know in which situations employer is held liable, in following circumstances court held employer liable: When employer does not frame or enforce policy related to workplace harassment. When employer does not conduct any training or education program me related to identification and elimination of harassment at workplace. When employer does not handle or investigate the complaints properly. When employer willfully ignore the acts of harassment at workplace (BH, n.d.). It must be noted that employer should not be held liable in case he proves that he take reasonable care and steps to prevent sexual harassment at workplace, and he proves that he take such steps to prevent sexual harassment. We can understand this with the help of the case law Robichaud v. Canada (Treasury Board). in this case supreme court of Canada held that employer is liable for the acts of its employees in course of their employment. The appeal was filed by Bonnie Robichaud and by the Canadian Human Rights Commission against the decision of the Federal Court of Appeal. Federal Court of Appeal held that Mrs. Bonnie Robichaud was sexually harassed by her supervisor, and employed by the Department of National Defence. In this case Department of National Defence is not liable for the contravention of her rights. Court further held that aim of human rights legislation is to eliminate discrimination. The legislation does not focus on finding the faults, but focus on providing remedies. The Canadian human right act is misunderstood and wrongly interpretate by some people that employers are not liable for the acts of harassment by its employees. This act considered the effects of discrimination and not the causes of the discrimination, and act recognized many remedies which employer can provide to the victim. Only employer can give environment at workplace which is free from harassment, compensation for the loss of wages, and Reinstatement of an employee. This liability on employer also serves the purpose of statutory liability, and these remedies also impose responsibility on the organization that has control and is in the position to take effective remedial action. In the judgment of this case, The Honourable Mr. Justice Le Dain finds section 7 of this act impose liability on the employer of the organization for the acts done by its employees because this section impose restriction on the discriminatory acts that are conducted directly or indirectly. Employer is liable for the discriminatory acts conducted by its employees whether or not they are authorized by the employer. Therefore, judge allowed the appeal (Lexum, n.d., HRCR, n.d.). In my view it is valid if employer is held responsible for the acts of employees in case when employer does not take any measures to prevent sexual harassment at workplace. From the above case law it is clear that employer of the organization are liable under section 7 of human rights act of Canada because sexual harassment is indirectly discrimination between two persons. There are two reasons which can prove that it is important to impose vicarious liability on the employer: First, employers have control over the organization and they are responsible to make the environment healthy for its employees. Employers are the person, who directs the behaviors of their employees, and they have responsibility to share the goods and bad result of their behavior. Employer is entitled for the rewards of the behavior and actions of the employees; similarly he is also liable for the bad behavior and legal liability of the employee. Employer enjoys all the profit earns from the work of its employees, and also grows its enterprise because of the actions of its employees. There we can say that it is the liability of the employer that he also bears the legal liability arises because of action of its employees. Second reason is employer is the person who is the only person that provides some kind of remedies to the victim. In case of injury or harmed to the employee, employer is the most suitable person who can pay these remedies. As we have already stated above that act of Canada and legal system give more importance to provide remedy to the victim, instead of looking for causes of harm. Only employer can give environment at workplace which is free from harassment, compensation for the loss of wages, and Reinstatement of an employee. This liability on employer also serves the purpose of statutory liability, and these remedies also impose responsibility on the organization that has control and is in the position to take effective remedial action (Find law, n.d.). At last we conclude that for this legal issue it is clear that for the benefit of victim it is necessary that employer bears liability for the acts of its employees, and must compensate the victim in case if sexual harassment is occurred at workplace by his employee. Conclusion: This paper contains the discussion related to liability of employer for those actions of its employees which are outside the scope of employment. In this we discuss the legal issue sexual harassment at workplace. In this we first discuss the meaning and law related to sexual harassment in Canada. Supreme Court of Canada defines the meaning of sexual harassment at workplace in such manner that any conduct which is sexual in nature and unwelcomed by the victim is considered as sexual harassment, and section 7 of OHRC and Division XV.1 of Part III of the Canada Labour Code state the provisions related to sexual harassment at workplace. Canada Labour Code states that every employee in Canada has right to work in the environment which is free from sexual harassment. Section 7 of OHRC defines the rights of the person to free from harassment related to sex and any other comment which was related to gender at workplace or housing. In this we state two divergent views related to this legal issue. In some cases it is justified that employers has vicarious liability for the acts of its employees, but in some cases it seems unjustified to held the employer liable for the acts of its employees which are done out of the employment. 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