California Harassment Policy Template

The only types of harassment or hostile environment that are illegal are harassment due to race, age, sex, religion, national origin, color, disability, pregnancy, genetic information, having objected to illegal activity, having taken Family and Medical Leave, making a worker's compensation claim, or having engaged in

Federal law protects employees from retaliation when employees complaineither internally or to an outside body like the Equal Employment Opportunity Commission (EEOC)about workplace discrimination or harassment. That's true even if the claim turns out to be unfounded, as long as it was made in good faith.

There are two basic types of unlawful workplace harassment: harassment that results in a tangible employment action (also referred to as Quid Pro Quo) and hostile work environment harassment.

Examples of harassment in the workplace include derogatory jokes, racial slurs, personal insults, and expressions of disgust or intolerance toward a particular race. Abuse may range from mocking a worker's accent to psychologically intimidating employees by making threats or displaying discriminatory symbols.

Verbal/Written. Physical. Visual.

Harassment becomes unlawful where 1) enduring the offensive conduct becomes a condition of continued employment, or 2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive.

There are two basic types of unlawful workplace harassment: harassment that results in a tangible employment action (also referred to as Quid Pro Quo) and hostile work environment harassment.

Harassment claims fall into one of two categories: quid pro quo or "hostile work environment." All harassment claims are investigated by the U.S. Equal Employment Opportunity Commission (EEOC).

According to the Equal Employment Opportunity Commission (EEOC), there are two types of sexual harassment claims: "quid pro quo" and "hostile work environment." The EEOC provides guidance on defining sexual harassment and establishing employer liability.