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Topic: Harassment


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In the News (Mon 19 Nov 18)

  
  Harassment - Wikipedia, the free encyclopedia
When the term is used in a legal sense it refers to behaviours that are found threatening or disturbing, and beyond those that are sanctioned by society.
Sexual harassment refers to persistent and unwanted sexual advances, typically in the workplace, where the consequences of refusing are potentially very disadvantaging to the victim.
The practice of developing workplace guidelines prohibiting harassment was pioneered in 1969, when the U.S. Department of Defense drafted a Human Goals Charter, establishing a policy of equal respect for both sexes.
en.wikipedia.org /wiki/Harassment   (569 words)

  
 EEO: Harassment   (Site not responding. Last check: 2007-10-31)
Harassment Although racial, religious, ethnic or sexual harassment are all forms of disparate treatment, a different legal analysis is used for harassment claims.
Harassment by a co-worker When the harasser is a co-worker, the employer is liable only if it was negligent, that is, only if it knew or should have known of the harassment and failed to take reasonable corrective action.
Harassment by a supervisor The Supreme Court recently held that an employer is liable for actionable hostile environment sexual harassment by a supervisor with immediate (or higher) authority over the harassed employee.
www.hr-guide.com /data/G703.htm   (910 words)

  
 Wikipedia:Harassment - Wikipedia, the free encyclopedia
Harassment is defined as a pattern of disruptive behavior that appears to a reasonable and objective observer to have the purpose of causing negative emotions in a targeted person or persons, usually (but not always) for the purpose of intimidating the primary target.
One of the tendencies of harassers is to come up with new and inventive ways to plague their victims.
This user's story is an instructive example in the aggravating enhancing factor of harassment; the editor in question moved another user's talk page, which was disruption sufficient to get him blocked for 24 hours; however, as it was part of a pattern of harassment, the ban was extended indefinitely.
en.wikipedia.org /wiki/Wikipedia:Harassment   (1240 words)

  
 Harassment
In considering whether a response beyond the individual level is appropriate, the administrator should consider the nature and circumstances of the act, the level of harm, the nature of the behavior, past incidences or past or continuing patterns of behavior, and the context in which the alleged incident(s) occurred.
Since some acts of harassment, intimidation or bullying may be bias-related acts and potentially hate or bias crimes, school officials must report to law enforcement officials either serious acts or those which may be part of a larger pattern.
It is particularly important to use the policy as an opportunity to prepare staff to prevent and effectively intervene with instances of harassment, intimidation and bullying, as well as use the policy as a prevention tool by explaining to students the district’s expectations for their behavior, consistent with the provisions of the district’s policy.
www.special-ed-law.com /harrasment.htm   (3452 words)

  
 Policy Guidance on Current Issues of Sexual Harassment
Sexual harassment may culminate in a retaliatory discharge if a victim tells the harasser or her employer she will no longer submit to the harassment, and is then fired in retaliation for this protest.
For example, a victim of "hostile environment" harassment who resigns her job because working conditions have become intolerable would be considered to have made a contemporaneous complaint if she notified the employer of the harassment at the time of her departure or shortly thereafter.
The alleged harasser, a supervisor of another department who did not supervise plaintiff but worked with her regularly, "was an extremely vulgar and crude individual who customarily made obscene comments about women generally, and, on occasion, directed such obscenities to the plaintiff." 805 F.2d at 615.
www.eeoc.gov /policy/docs/currentissues.html   (7699 words)

  
 [No title]
Harassment, a petty misdemeanor, is a form of disorderly conduct aimed at a single person, rather than at the public.
Harassment is not a lesser included offense of assault in the third degree in violation of §707-712.
An "illegitimate purpose" is not an element of the offense of harassment, as defined by subsection (1)(a); where substantial evidence that, after becoming angry and "yelling" at son, defendant slapped son in the face, trial court could reasonably have inferred that defendant intended defendant's conduct to "annoy" or "alarm" son.
www.capitol.hawaii.gov /hrscurrent/Vol14_Ch0701-0853/HRS0711/HRS_0711-1106.htm   (935 words)

  
 Harassment
Harassment can also include intentionally exposing you to materials which the harasser knows, or has reason to know, are culturally offensive or intimidating to you.
Criminal harassment is defined as "engag(ing) in intentional conduct which the actor [harasser] knows or has reason to know would cause the victim, under the circumstances, to feel frightened, threatened, oppressed, persecuted, or intimidated; and causes this reaction on the part of the victim.
Harassment is also disturbing because the harasser's true intent and motivation are difficult to determine from the behavior.
www.letswrap.com /legal/harass.htm   (4528 words)

  
 Policy on the Prevention and Resolution of Harassment in the Workplace - Part 2 of 2
Whether the source of harassment comes from within the Public Service or from outside, any allegation of harassment is serious and should be taken seriously.
Harassment (harcèlement) -  is any improper conduct by an individual, that is directed at and offensive to another person or persons in the workplace, and that the individual knew or ought reasonably to have known would cause offence or harm.
If the delegated manager concludes that the complaint is not related to harassment, he or she informs the complainant and the respondent in writing.
www.tbs-sct.gc.ca /pubs_pol/hrpubs/hw-hmt/hara1_e.asp   (3111 words)

  
 Sexual Harassment
Sexual harassment is conduct that is sexual in nature or is based on gender; sexual orientation harassment is any form of harassment that is based upon sexual orientation, whether or not it is explicitly sexual in nature.
Sexual orientation harassment in our schools can lead to the inability of the victim to enjoy an educational environment free of intimidation on the one hand and to higher teenage suicide rates on the other.
Often same-sex harassment and harassment based on sexual orientation take on more violent forms of harassment because of the deep-seated prejudice against homosexuals in our society, involving beatings as well as physical and psychological degradation.
www.outfront.org /library/harassment.html   (522 words)

  
 Sexual Harassment
The sexual harassment advisors are selected by the coordinators for renewable and, so far as practicable, staggered terms of two years, and may be removed by them without prejudice at any time.
A list of the persons serving as sexual harassment policy coordinators, a list of the panel of sexual harassment advisors, and the number of the university sexual harassment hotline shall be maintained current and available to the university community at all times.
No sexual harassment advisors shall be members of the committee of investigation, but an experienced sexual harassment advisor shall serve as non-voting moderator of the committee and shall provide it with his or her expert advice.
www.cmu.edu /policies/documents/SexHarass.html   (2944 words)

  
 Harassment Hotline, Inc.
Alternative methods to report sexual harassment, include (1) the use of a professional, reliable, and credible third party, to take an initial report of sexual harassment which is unbiased; and (2) having someone, other than the immediate supervisor also available to take a report of sexual harassment.
These options include information resolution between the parties, disciplinary action against the harasser (including reprimands, transfers, reassignments or termination of the harasser), disciplinary action against the purported victim if it is determined and provable that he or she made patently false accusations, and resolution of any concerns by the complainant, including remedies for damages incurred.
Merely counseling the alleged harasser and/or separating the alleged harasser from the victim may not be enough to be deemed appropriate remedial behavior, especially if the employer learns that an initial counseling session has resulted in the harasser ceasing the offensive behavior.
www.end-harassment.com /whitepaper.htm   (3436 words)

  
 NYS DHCR - Rent Administration - Fact Sheet #17
Harassment by an owner is a course of action intended to force a tenant out of his/her apartment or to cause a tenant to give up rights granted the tenant by the Rent Stabilization Law or Rent Control Law.
Owners found guilty of tenant harassment based on acts or offenses committed before July 20, 1997 are subject to fines of up to $1,000 for each violation against a rent controlled tenant and up to $2,500 for each violation against a rent stabilized tenant.
Owners found guilty of tenant harassment based on acts or offenses committed on or after July 20, 1997 are subject to fines of up to $5,000 for each violation against any rent regulated tenant.
www.dhcr.state.ny.us /ora/pubs/html/orafac17.htm   (325 words)

  
 Sexual Harassment Policy and Procedures   (Site not responding. Last check: 2007-10-31)
Hostile environment sexual harassment: (described in subpart (3) above) is unwelcome sexual conduct that is sufficiently severe or pervasive that it alters the conditions of education or employment and creates an environment that a reasonable person would find intimidating, hostile or offensive.
In all cases, the sexual harassment officer shall retain the investigator’s report, as approved by the standing review committee, for a minimum of three (3) years or for as long as any administrative or legal action arising out of the complaint is pending.
All records of sexual harassment reports and investigations shall be considered confidential and shall not be disclosed publicly except to the extent required by law.
www.cusys.edu /policies/Personnel/sexharass.html   (2198 words)

  
 Sexual Harassment Policy
Harassment is demeaning to all persons involved, and subverts the mission of the University.
Sexual harassment is a form of sex discrimination which is illegal under both Oregon state and federal law; in particular, ORS 659.030; Titles VI and VII of the Civil Rights Act of 1964, as amended; the Equal Employment Opportunity Act of 1972; and Title IX of the Education Amendments of 1972.
Sexual harassment frequently involves a situation in which power inherent in a faculty member's or supervisor's relationship to his or her students or subordinates is unfairly exploited.
www.willamette.edu /wu/policy/sex.html   (1910 words)

  
 Harassment - Encyclopedia Dramatica
Harassment is part of the series on Internet Law.
Many e-lawyers avoid harassment cases in Internet court like IRL lawyers avoid class-action lawsuits.
Belt0033 attempted enacting an e-restraining order in response to harassers but lacked the support of e-laywers and the e-courts themselves.
www.encyclopediadramatica.com /index.php/Harassment   (204 words)

  
 Facts About Sexual Harassment   (Site not responding. Last check: 2007-10-31)
Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964.
The victim as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex.
When investigating allegations of sexual harassment, EEOC looks at the whole record: the circumstances, such as the nature of the sexual advances, and the context in which the alleged incidents occurred.
www.eeoc.gov /facts/fs-sex.html   (321 words)

  
 MCCCD Legal Services Department - Sexual Harassment Policy for Employees and Students
Sexual harassment by and between, employees; students; employees and students; and campus visitors and students or employees, is prohibited by this policy.
Supervisors, managers, administrators and faculty who disregard or fail to report allegations of sexual harassment (whether reported by the person who is the subject of the sexual harassment or a witness) are in violation of this policy.
Employees who experience sexual harassment at work (by a supervisor, co- employee, student or visitor) are urged to report such conduct to the direct attention of their supervisor, their college president or to the MCCCD EEO/AA Office.
www.maricopa.edu /legal/harassment/shpolicy.htm   (930 words)

  
 Shelter: Harassment from landlords   (Site not responding. Last check: 2007-10-31)
Harassment can be carried out by your landlord or someone acting for your landlord, like an agent.
Harassment does not have to be obvious or intentional before you can do something about it.
Assured or regulated tenants may be able to take more effective action against harassment as they have stronger rights.
england.shelter.org.uk /advice/advice-324.cfm   (619 words)

  
 HARASSMENT
In cases of sexual assault or sexual harassment by the owner, superintendent, managing agent, etc. and whether or not the intent is to force the tenant out of the apartment, tenants should also file a complaint with the NYC Commission On Human Rights.
Harassment complaints, or reports of excessive warehousing of apartments (more than 10% of the units in the building) related to buildings converting to cooperative or condominium ownership should be reported to:
Such sexual harassment can include actual attacks (physical or verbal), or suggestions, threats or innuendoes that repairs, required services, or the granting of an apartment will not be made unless the tenant (generally single women, or women who are heads of households) complies with the sexual advances of the owner or other building personnel.
www.tenant.net /Organize/Lenox/lh-3.html   (1591 words)

  
 <$HEAD>The Definition of “Hostile Work Environment” Harassment
Many hostile environment harassment claims have nothing to do with speech, for instance when a harassment claim is based only on offensive physical touching or vandalism or discriminatory job assignments (which have generally been seen as “harassment” rather than discrimination).
The standards for harassment under these laws (and under other antidiscrimination statutes, such as the Civil Rights Act of 1966, 42 U.S.C. § 1981, and 42 U.S.C. § 1983 claims against state and local government employers) are generally identical.
Courts recognized racial harassment as actionable before the EEOC sexual and national origin harassment regulations were promulgated.
www.law.ucla.edu /volokh/harass/DEFN.HTM   (731 words)

  
 Dallas Sexual Harassment Attorney :: Harassment :: Fort Worth Sex Harassment Lawyer
Harassment complaints should be made in writing and identify the employee's belief that the harassment is based on his/her sex or other protected characteristic.
Reporting hostile work environment harassment is important because an employee's failure to file a complaint may later prevent him/her from recovering for unlawful harassment.
Sexual harassment law, however, prohibits an employer from retaliating against an employee who complains or reports conduct which the employee believes, in good faith, is sexual harassment or other unlawful harassment.
www.hersh-law.com /lawyer-attorney-1078661.html   (634 words)

  
 OH&S Harassment
Every employer is required to implement a policy to prevent harassment in the workplace.
When it does occur, harassment is a serious problem in the workplace.
All employers must develop, in consultation with the occupational health committee, a written policy to prevent harassment in the workplace.
www.labour.gov.sk.ca /safety/fast/harassment.htm   (400 words)

  
 Sexual Harassment and Discrimination in the Workplace
The supervisor should also be directed to always inform upper management of any sexual harassment complaints he or she receives from employees.
As a result, an employee that refuses the unwelcome sexual harassment of a supervisor, and who suffers no adverse job consequences, can still bring a sexual harassment lawsuit against her employer if the employee can show they were discriminated by the sexual content.
This means that even though the employer has a policy against sexual harassment and even when sexual harassment training is provided to their supervisors; they still can be held vicariously liable in cases where a supervisor uses sexual content to discriminate against an employee.
www.employer-employee.com /sexhar1.htm   (1275 words)

  
 An employers harassment prevention program, Harassment Hotline Inc.
The Harassment Hotline® was created in 1996 by its parent corporation TR Anton Incorporated a pro-active human resource management firm established in 1982.
Consider this fact almost without exception every published lawsuit regarding unlawful harassment including sexual harassment the defendant company had a human resource department where complaints could be reported.
The Harassment Hotline’s® objective is to do something REALLY EFFECTIVE about sexual harassment and your company’s exposure to harassment liability.
www.end-harassment.com   (391 words)

  
 Workplace harassment prevention training videos and DVDs.
Too many organizations are learning the hard way that the actions (or inactions) of their leaders can create tremendous liability for the organization when it comes to workplace harassment.
A great deal of attention has been focused on sexual harassment, and businesses have made strides in preventing and effectively dealing with it through employee education and awareness.
Harassment represents one of the most destructive workplace issues faced by public and private employers today.
www.trainingabc.com /xcart/catalog/category_288_Harassment_page_1.html   (668 words)

  
 Information Security Glossary - Harassment
It states that a person must not carry out actions which amount to harassment, or which they know may be regarded by the other person as harassment.
Claimants of harassment may be awarded damages for any anxiety caused by the harassment.
In terms of Information Security, harassment by e-mail or via chat rooms may be punishable under this law.
www.yourwindow.to /information-security/gl_harassment.htm   (126 words)

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