Oregon Complaint for Sexual Harassment of Minor

If you feel like you've been a victim of workplace harassment, you can file a claim with the Equal Employment Opportunity Commission (EEOC). Before you file the claim, educate yourself to ensure that the incident actually counts as harassment. For various reasons, people make many false claims of harassment.

Harassment based on race. Harassment based on gender. Harassment based on religion. Harassment based on disability. Harassment based on sexual orientation. Age-related harassment. Sexual harassment. Quid pro quo sexual harassment.

In California, courts generally separate sexual harassment cases into two distinct types of violations: Quid pro quo sexual harassment, and. Hostile work environment sexual 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.

(c) Subjects another to alarm by conveying a telephonic, electronic or written threat to inflict serious physical injury on that person or to commit a felony involving the person or property of that person or any member of that person's family, which threat reasonably would be expected to cause alarm.

Any employee who believes he or she has been the target of sexual harassment is encouraged to inform the offending person orally or in writing that such conduct is unwelcome and offensive and must stop.

1. Talk to the Person Directly. Once the first incident of sexual harassment occurs, be very clear in letting the person know the behavior is unwelcome and ask them to stop. If the behavior continues after that, tell them that you plan to file a report with Human Resources.

Common behaviours that constitute as physical harassment include direct threats of intent to inflict harm, physical attacks (hitting, shoving, kicking), threatening behaviour (shaking fists angrily), destroying property to intimidate.

Know your Rights. Knowing what Title VII states is important, but understanding your company's policy and procedures regarding sexual harassment is key. Tell the Harasser to Stop. Document, Document, Document. Follow company procedures. Involve Government Agencies. Advocate for stronger protections.