What is nonsexual harassment?
Non-sexual harassment is similar to sexual harassment in that it’s defined as unwanted conduct in the workplace that interferes with an employee’s work or creates a hostile work environment. Offensive language and actions regarding race, religion, age, or ethnicity are all deemed non-sexual harassment in the workplace.
How does the EEOC determine if harassment is illegal?
A determination of whether harassment is severe or pervasive enough to be illegal is made on a case-by-case basis. If you believe that the harassment you are experiencing or witnessing is of a specifically sexual nature, you may want to see EEOC’s information on sexual harassment.
What should an employer do about sexual harassment?
Employers should strive to create an environment in which employees feel free to raise concerns and are confident that those concerns will be addressed. Employees are encouraged to inform the harasser directly that the conduct is unwelcome and must stop.
When do you need to fill out a harassment form?
Please fill out this form if you believe you have experienced or witnessed an act of discrimination, harassment (including bullying and other behaviors that lead to a hostile work environment), or retaliation. Please see pages 3-5 for information on different types of discrimination, harassment, or retaliation.
Who is liable for harassment by a non-supervisory employee?
The employer will be liable for harassment by non-supervisory employees or non-employees over whom it has control (e.g., independent contractors or customers on the premises), if it knew, or should have known about the harassment and failed to take prompt and appropriate corrective action.
When to file a formal complaint with the EEO?
Aggrieved persons who believe they have been discriminated against must contact an agency EEO counselor prior to filing a formal complaint. The person must initiate counselor contact within 45 days of the matter alleged to be discriminatory. 29 C.F.R. Section 1614.105 (a) (1).
How does the EEOC look at allegations of harassment?
When investigating allegations of harassment, the EEOC looks at the entire record: including the nature of the conduct, and the context in which the alleged incidents occurred. A determination of whether harassment is severe or pervasive enough to be illegal is made on a case-by-case basis.
What should an employer do if an employee complains about harassment?
They should clearly communicate to employees that unwelcome harassing conduct will not be tolerated. They can do this by establishing an effective complaint or grievance process, providing anti-harassment training to their managers and employees, and taking immediate and appropriate action when an employee complains.
How long do you have to report discrimination to the EEOC?
In some cases, you only have 180 days to report discrimination to EEOC. You have 300 days if your complaint is also covered by a state or local anti-discrimination law. You should contact us immediately if you believe your employer is discriminating against you.