What does the employer's harassment represent?
Employer harassment is behavior or activity in the workplace, usually focusing on one or more specific employees, which makes them feel threatened, intimidated or otherwise uncomfortable. In the United States, such harassment is in the form of illegal discrimination at work if it is directed against employees for their race, gender, sexual orientation, family state, national origin, age or religious. It can take many forms such as offensive jokes, unfair tasks or working hours, demotions, dismissal and release. One of the most famous forms of employers' harassment is sexual harassment, which can take many forms such as undesirable physical contact, requests for sexual kindness or offer to exchange preferential treatment at the workplace for sexual kindness. Whether workers, supervisors or executives are carried out, all harassment in the workplace is the employer's responsibility.
in the United StatesIt was the harassment of the employer in one or another form of employment probably from the colonization of the continent. During the civil rights movement, this became illegal in the mid -20th century, when employers were forced to abandon their turbidity de facto against hiring certain minorities or women into certain jobs. When these prohibitions became illegal, employers and their managerial teams, and often workers with many and films, taking steps to make their lives in the work so unfortunate that they ended. One of the forms that took these steps was to create an enemy working environment. For example, the enemy working environment for women could be created by publishing pornographic posters in the workplace; The enemy environment of blacks can be characterized by frequent use of derogatory racial epithets and narration of offensive racial jokes.
Despite the fact that the hostile width ork is often ad hoc creations employmentThe nans of the series and File, the fact that they are tolerated is an employer's responsibility. The first sign that a hostile working environment is formed, the law requires the employer to stop. The best way to do this is to prevent this from preventing thorough training of the whole team-government and ordinary workers-and the wording policy formulations that include a clear set if disciplinary measures are until release and including release. Policy against harassment must also provide victims of confidential and reliable ways of reporting violations, with punishment to those who retaliate against such uncover.
Some harassment takes the form of official measures by the employer - whatever written, such as the reprimanded, unfounded evaluation of poor performance or undeserved discipline, as well as demotions, transfers, transfers of release. Such official events often include the economic damage of the victim. There is no legal positive OD against such accusationswound; The employer must refute them and do not have to justify them. However, harassment, which does not reach official events, can be positively defended if the employer can prove that a strong policy has been introduced against harassment and that at any time it was found, harassment was immediately solved.
Employees who feel they are harassed must take steps themselves to minimize potential damage. First of all, the victim should tell the harass that undesirable activity is unwelcome. A woman who will touch inappropriately should tell the perpetrator to stop; A minority who hears an offensive racial joke should let the funny Teller know he has offended; And anyone offended posters or banners should immediately alert the respective supervisor. This is often enough to stop the offensive behavior. Otherwise, the victim should maintain an asvian record of offensive behavior and officially complain through the employer's policy. If the process of internal complaint unsatisfactory does not stop harassment, there are state and fedEal agencies, especially the EEOC equal opportunities Commission, which are accused of subsequently monitoring complaints or harassment of the employer.
An employee who allows you to harass behavior to continue in months or years without taking any steps against him has a much less convincing legal case than an employee who constantly warns proceedings for harassment. Similarly, employers do not have to wait for a complaint to take measures to stop harassment. The right to a gainful employment without harassment or intimidation has become such a basis for US employee policy that substantial sanctions are visited by those employers who do not accept their obligations to provide such a workplace.