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Sexual harassment in the workplace in US labor law has been considered a form of discrimination on the basis of sex in the United States since the mid-1970s. [1] [2] There are two forms of sexual harassment recognized by United States law: quid pro quo sexual harassment (requiring an employee to tolerate sexual harassment to keep their job, receive a tangible benefit, or avoid punishment) and ...
Under occupational health and safety laws around the world, [4] workplace harassment and workplace bullying are identified as being core psychosocial hazards. [5] Overbearing supervision, constant criticism, and blocking promotions are all considered workplace harassment.
According to Crosby Burns and Jeff Krehely: "Studies show that anywhere from 15 percent to 43 percent of gay people have experienced some form of discrimination and harassment at the workplace. Moreover, a staggering 90 percent of transgender workers report some form of harassment or mistreatment on the job."
In the workplace, harassment may be considered illegal when it is frequent or severe, thereby creating a hostile or offensive work environment, or when it results in an adverse employment decision (such as the victim's demotion, firing or quitting). The legal and social understanding of sexual harassment, however, varies by culture.
This includes the right to work in a dignified place, under dignified conditions, and the right to live a life free from discrimination, harassment, and, most importantly, sexual harassment ...
Shimei curses David, 1860 woodcut by Julius Schnorr von Karolsfeld. Attested in English from 1753, [4] harassment derives from the English verb harass plus the suffix -ment.The verb harass, in turn, is a loan word from the French, which was already attested in 1572 meaning torment, annoyance, bother, trouble [5] and later as of 1609 was also referred to the condition of being exhausted, overtired.
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