If you feel that you are being harassed in the workplace but are not sure what categories of behavior you should report, define what is happening and what category of harassment or intimidation the behavior fits: You have every right to expect that you not be physically threatened in the work place.This includes all forms of physical intimidation, but the most serious of these, which is usually cause for immediate action by an employer, is purposeful acts designed to make your physical environment uncomfortable.Though ignoring them might seem like the easiest way out, we often have to speak to the people who we most want to avoid.Whatever your situation, you can learn to speak with confidence by boosting your self esteem, being assertive, and overcoming your feelings of intimidation.Being Assertive Overcoming the Intimidation Building Your Confidence Community Q&A Speaking to someone who intimidates you can be scary.Perhaps you are dealing with a domineering boss or have a classmate who can be a bit of a bully.Thus, the standard of liability set forth in the decisions applies to all forms of unlawful harassment.(See section II, below.) Harassment remains a pervasive problem in American workplaces.
Set up a reporting process either with your supervisor or directly to HR, depending on your company structure.Sometimes large companies have established mechanisms specifically designed to deal with this documentation and personnel entrusted with this job.It is often the case that behaviors which are not serious enough to warrant action can become so when they are repeated and become a pattern. This can be done by reporting behaviors, or confirming reports, through email which is dated and addressed or in a file kept by your supervisor or HR department.Also relevant is [e]vidence that an employer did not monitor the workplace, failed to respond to complaints, failed to provide a system for registering complaints, or effectively discouraged complaints from being filed. The standard of liability set forth in these decisions is premised on two principles: 1) an employer is responsible for the acts of its supervisors, and 2) employers should be encouraged to prevent harassment and employees should be encouraged to avoid or limit the harm from harassment.In order to accommodate these principles, the Court held that an employer is always liable for a supervisor’s harassment if it culminates in a tangible employment action.Furthermore, the anti-discrimination statutes are not a “general civility code.” Existing Commission guidance on the standards for determining whether challenged conduct rises to the level of unlawful harassment remains in effect.This document supersedes previous Commission guidance on the issue of vicarious liability for harassment by supervisors.You should also document behaviors, complaints, and information on the steps taken by the company to respond to your concerns, and their results, in a personal "log" or diary in which you feel free to be complete in your descriptions.ONLINE RESOURCES The American Bar Association's Commission on Domestic Violence The Family Violence Prevention Fund The Montgomery Work/Life Alliance's Workplace Domestic Violence Manual Safe Horizon's Domestic Violence Shelter Tour and Information Site The United States Department of Health and Human Services, Healthfinder, Domestic Violence The United States Department of Justice's Violence Against Women Office If you have questions about equal employment, including civil rights and harassment issues, visit the US Department of Education Office of Civil Rights online.The Court stated that an employer is liable for hostile work environment harassment by employees who are not supervisors if the employer was negligent in failing to prevent harassment from taking place.In assessing such negligence, the Court explained, the nature and degree of authority wielded by the harasser is an important factor to be considered in determining whether the employer was negligent. 2275 (1998), the Supreme Court made clear that employers are subject to vicarious liability for unlawful harassment by supervisors.