The EEOC receives and investigates complaints of sexual harassment in the workplace.When investigating complaints of sexual harassment, the EEOC looks at whole records including the circumstances and context in which the alleged incidents occurred and makes its determinations from the facts on a case-by-case basis.
“No one likes [a] female boss,” she said, “especially in the media field.” Dozens of respondents from several different regions said their supervisors or co-workers had used public criticism of their work, personality or general competence as a humiliation and intimidation tactic.
The second situation is when the content of the harassment itself relates directly to any of these protected characteristics (i.e.
sexual harassment, use of derogatory ethnic or religious terms, age or disability related comments, etc.) It is important to note that the Fair Employment Law only prohibits harassment in the circumstances described above.
Harassment may include verbal abuse, epithets, sexually explicit or derogatory language, display of offensive cartoons or materials, mimicry, lewd or offensive gestures and telling of jokes offensive to the above protected class members.
The behavior must be more than a few isolated incidents or casual comments.