Search results
Results from the WOW.Com Content Network
Harassment covers a wide range of behaviors of an offensive nature. It is commonly understood as behavior that demeans, humiliates, and intimidates a person, and it is characteristically identified by its unlikelihood in terms of social and moral reasonableness.
Although it is not required by federal law, state law and employer policies may also protect employees from harassment or discrimination based on marital status. [1] The following characteristics are "protected" by United States federal anti-discrimination law: Race – Civil Rights Act of 1964; Religion – Civil Rights Act of 1964
This moralized definition of discrimination is distinct from a non-moralized definition - in the former, discrimination is wrong by definition, whereas in the latter, this is not the case. [ 12 ] The United Nations stance on discrimination includes the statement: "Discriminatory behaviors take many forms, but they all involve some form of ...
In reviewing the microaggression literature, Scott Lilienfeld suggested that microassaults should probably be struck from the taxonomy because the examples provided in the literature tend not to be "micro", but are outright assaults, intimidation, harassment and bigotry; in some cases, examples have included criminal acts. [21]
Claims of discrimination are sent to the EEOC to be resolved. The EEOC also seeks out places where systemic discrimination occurs. It can have both direct and indirect effects in resolving discrimination: it can help the victim win cases against discrimination of their company, while simultaneously influencing companies around them to change ...
While sexual harassment is a form of workplace harassment, the United States Department of Labor defines workplace harassment as being more than just sexual harassment. [10] "It may entail quid pro quo harassment, which occurs in cases in which employment decisions or treatment are based on submission to or rejection of unwelcome conduct ...
It is the role of the judge, not the jury, to determine whether the plaintiff has stated a prima facie case. [12] Employer's burden of production: To rebut the inference of discrimination, the employer must articulate, through admissible evidence, a legitimate, non-discriminatory reason for its actions. The employer's burden is one of ...
Discrimination: The out-group is discriminated against by denying them opportunities and services, putting prejudice into action. [2] Behaviors have the intention of disadvantaging the out-group by preventing them from achieving goals, getting education or jobs, etc. Examples include Jim Crow laws in the US, Apartheid in South Africa, and the ...