A General Understanding of Workplace Harassment

The federal law and Department of labor completely and prohibits the harassment of employees by the employers on any ground such as color, religion, race, sex (in the terms of gender identity and pregnancy), national origin, disability, age, genetic information, sexual orientation or paternal status. As per the law, any kind of harassment conducted by anyone is not permitted in the workplace including the contractors.

Types of unlawful harassment: The workplace harassment has been classified into two types:

Quid Pro Quo Harassment- “this for that”

This type of harassment is the normally reflects on the various employment decisions based upon the employees acceptance or rejection of unwelcome sexual advances or requests for sexual favors, but it can also result from intolerable behavior of a religious nature. Such harassment is often done by any authoritative person has the power to make the formal employment decisions that will directly affect the victim directly for example, termination, demotion or denial promotion.

 

Hostile Work Environment Harassment

This type of harassment is meant by the nasty behavior of seniors, supervisors, co-workers, contractors, customers or anyone else that is in the direct contact with the victim on the job or the workplace. It refers the workplace atmosphere hostile, offensive or intimidating.The unlawful hostile environment includes the unnecessary touching, commenting, telling unbearable jokes, using crude language, demanding inappropriate relationship, etc.

 

When an unwelcome behavior regards the violation of the law:

At the very first, it should be negatively influencing on the victim’s protected status and one the other hand the conduct must be:

·         Abusive to the affected person.

·         Creating the work environment feel hostile and harassed.

·         The severity of the conduct.

·         Effecting the employee’s physical and psychological well being.

·         The harasser was a superior within the organization.

 

What to do when someone is witness or subjected to harassment

Wit the provision of Harassing conduct policy under it all king of unwelcoming activities are treated as the workplace misconduct , even they have yet not reached to the limit of harassment actionable under law. The main object behind the introduction of the policy is to prevent the rise of the harassment at the initial level.  The misbehave will be subjected under it when:

·         Such misbehave is adversely affecting the work environment or

·         The executive or senior level decisions in relation to an employee or the employees are the results of employee’s acceptance or rejection of such conduct.

The employee, witness or victim of harassment should immediately contact with employment harassment attorney Washington,  and ask for the guidance. He will find the possibilities for your remedy and with proper homework a suit will be filed against the management or the responsible person or make a complaint to the department of law. As per a clause of the Harassing conduct policy a person or manager or any other superior cannot be regarded liable if he was not aware of it so in this condition employment harassment law firm Washington has to work hard to protect the victim if the guilty one is trying to misuse this clause.