Employers are encouraged to take appropriate steps to prevent and correct unlawful harassment.They should clearly communicate to employees that unwelcome harassing conduct will not be tolerated.Actions like these erode the confidence of employees and affects their ability to do their jobs.In many places, it is punishable by fines and imprisonment, and businesses may also be held liable if they do not respond appropriately.Harassment becomes unlawful where 1) enduring the offensive conduct becomes a condition of continued employment, or 2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive.Anti-discrimination laws also prohibit harassment against individuals in retaliation for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or lawsuit under these laws; or opposing employment practices that they reasonably believe discriminate against individuals, in violation of these laws.Offensive conduct may include, but is not limited to, offensive jokes, slurs, epithets or name calling, physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures, and interference with work performance.Harassment can occur in a variety of circumstances, including, but not limited to, the following: Prevention is the best tool to eliminate harassment in the workplace.
This includes verbal threats, unjust criticisms, sabotage of a person's work or supplies, sexual harassment, and physical violence.
Not so, says Jeff Shane, vice president of Allison & Taylor Reference Checking.
“Bullying has become an unpleasant fact of life in too many workplace environments.
Even when no physical harm is administered, verbal abusers can cause significant emotional stress, and make an employee feel uncomfortable and scared to go to work.
Some office bullies sabotage the equipment or accomplishments of other workers.