A Hostile Workplace Environment, Harassment, And Discrimination

Hostile Environment is essentially sexual harassment in which a hostile work environment is created where an employee is subject to unwelcome verbal or physical bullying and sexual behavior that is severe and pervasive. As the law suggests, petty slights, annoyances and isolated incidents will not rise to the level of illegality, but if the environment is persistent and recurring then it constitutes a Hostile Work Environment.

The standard for employer liability for hostile work environment harassment depends typically on whether or not the harasser is the victim’s supervisor. An employer is vicariously liable for a hostile work environment created by a supervisor. In Vance v. Ball State University, 133 S. Ct. 2434 (2013), the Supreme Court rejected in part the EEOC’s definition of “supervisor.” The Court held that an employee is a “supervisor” if the employer has empowered that employee “to take tangible employment actions against the victim, i.e., to effect a ‘significant change in employment status, such as hiring, firing, failing to promote, reassignment

Workplace bullying/ non- sexual harassment needs to be addressed in the same manner that sexual harassment would be dealt with. Sexual harassment needs to be reported to the human resources office, and if the issue is not properly handled or it’s dismissed, a harassment claim needs to be filed with the Equal Employment Opportunity Commission (EEOC).

Workplace bullying is a widespread issue in which people need to be educated on in order to put an end to it. Its causes are complex and multi-faceted and yet preventable. Workplace bullying puts unnecessary strain on the employees It is the employer and organizations responsibility to provide a bully free environment for their employees. Employees should have the right to feel safe in their work environment and be free from workplace bullying. Employers need to be held accountable and have a plan in place to protect the employees from this type of violence. Unfortunately that is not always the case, in some instances the employer is the one doing the bullying. Workplace bullying carries many definitions in which will be

Some employers may be working with a bully, and not even know it. The Office Bully by Kathryn Hawkins mentions virtuous points of this concept. The issue with bullies is when you think you have escaped from them, they can ultimately return and become your boss. Although you may think they have potentially matured and progressed as people, they are actually still stagnant in an oppressing manner. In my opinion, they will use whatever power they have against you, especially if they become your boss. Kathryn Hawkins mentions alerting and effective arguments in this article. She mentions Carole’s

After analyzing documents regarding bullying and laws: there are defined state and nation laws which vary for different countries but based on their regional behavior they have structured, but as you told both the employee and employer are not much concerned regarding this unless and until they experience such problem. I personally feel creating awareness among all the cadre of workers would reduce the bullying percentage.

The labor laws of the United States, there is a hostile work environment when the behavior of one within a workplace creates an environment that is difficult for a person to work on. The most common complaints in sexual harassment lawsuits include fondling, suggestive words, sexually suggestive photos displayed in the place of work, use of sexual language or tone uploaded jokes. Small problems, discomfort and generally isolated incidents are not considered illegal. To be unlawful, the conduct must create a work environment that is intimidating, hostile, or offensive to a reasonable person. An employer can be held liable for failing to prevent these working conditions, unless it can prove that it tried to prevent the harassment and that employee did not take advantage of backdoors or existing tools provided by the employer harassment.

Racial Harassment – When a person is threatened, treated unfairly, verbally or physically abused based on their color, race, nationality, culture, ethnic or national origin, etc. Victims may even experience attacks on their personal property.

Workplace bulling is malicious behavior by a person or group of people that causes others to be uncomfortable, fearful, and sometimes threatened. Ultimately, it affects the person’s ability to be productive. As stated in the article, bullying can take

According to the article, over one third of the United States workforce has reported some form of bullying. The attributes of workplace bully people in authority and usually male in gender. The bully is very cunning and displays his/her tendencies behind a gentle public front making it hard to prove. (Keashly, 1998) The bully is usually manipulative and very scheming. The bully uses fear and a means to possible cover up their shortcomings in their own jobs. (Baack, 2012) The bully usually targets someone who they feel is fragile or weaker than themselves. (Hoel and Giga,

Workplace bullying has become one of the most prevalent issues in today’s organizations. While there are many different forms of workplace bullying, some studies reveal that almost half of American workers have either experience the effects of being bullied or witness a co-worker being bullied. In this assignment, one will explore various statistical reports on workplace bullying and identify the extent of the psychological problem that it can have on employees.

Sexual harassment via hostile work environment theory so long as there is evidence that the behavior was so crude as to interfere with the plaintiff’s job function and ledher to resign. This is definitely a case of sexual harassment. Barnes seemed to think that Bronte was supposed to accept the negative remarks he made and basically he was undressing her with his eyes (Melvin, 2015). Regardless if he touched her or not he was sexually harassing her with those derogatory remarks. The elimination of discriminatory actions in the worked place is backed up by Title VII Civil Rights Act of 1994 (Wellington, 2015). This act provides an opportunity for protection of the rights of people who have been sexually harassed or who work in a hostile environment.

According to Canadian Institutes of Health Research, 40% of Canadians have experienced workplace bullying that occurs on a weekly basis (2012). First of all, what exactly is classified bullying? It can be defined as “repeated, persistent, continuous behaviour as opposed to a single negative act and is generally associated with a power imbalance between the victim and perpetrator, where the victim feels inferior” (OSACH, 2009). This means that almost anyone can fill in the role of the bully if they are repeatedly aggressive to another individual. Due to this, individuals may feel unsafe at work as they

The resource outlines how bullying is a behavior that damages the workforce. Further explanations by the authors Matthiesen and Einarsen (2010, p. 203), share “Workplace bullying is, of course, a highly unpleasant and even devastating experience to face bullying in a daily work situation” (p. 203). The documentation references multiple times about the imbalance of power. It also discusses how aggression is directed, along with the organizational outcomes. The authors, Matthiesen and Einarsen (2010) identify by stating, “Solid research based information on the causes and consequences of workplace bullying are needed to develop sound interventions and preventive strategies” (p.236). This article concludes with remarks on the negative consequence of bullying and validates how much further documentation is needed for all workplace bullying. For the current documented information it does exhibit these action are wrongful acts. Bullying in the workplace must be addressed, removed, and eradicated otherwise individuals continue to feel they can remain to act and do, as they have been, which is stated throughout the document as part of the workplace

I am writing in to forge a formal complaint against a co-worker who makes the work environment hostile. The employee in question is Christian Martinez. In addition to myself, he has made the work environment non-enjoyable and malevolent. On more than one occasion, it has been brought to my attention that Christian has spoken to others, myself included, in a deeming and lesser manner with disregard of feeling. He constantly talks in a condescending manner to other employee’s and belittles them at their jobs. In one instance, I was informed by a fellow employee, Ciara Joseph, who states she does not like to work with Mr. Martinez because of the hostile, targeted belittling he inflicts on Ms. Joseph. She also has informed me that she dreads going