Illegal Harassment (from It's the Law™)

Managing Legal Risk

Harassment is conduct motivated by a protected characteristic, that’s unwelcome, and severe or pervasive, and that unreasonably interferes with an individual's work performance or creates an intimidating, hostile, or offensive work environment. That’s a mouthful, but it’s really not that hard to spot hostile environment harassment. For instance, when someone creates an uncomfortable work environment for another employee by always referring to them as “dinosaur,” “the old guy,” “grandpa,” or “Boomer,” it can be considered a form of illegal harassment. And it's a manager's responsibility to make sure it doesn't happen.

Learning Paths & Details

Competencies

  • Developing Core Leadership Skills
  • Managing Legal Risk

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Also Available as: eLearning - Classics

It's the Law™: The Legal Side of Management (eLearning Advantage)

It's the Law™: The Legal Side of Management (eLearning Advantage)

Managers have a lot on their plate these days. They are expected to hire the right people for the job, coach and motivate their employees, anticipate problems before they occur, and get their own workloads completed on time and within budget. If this seems like a lot to focus on, it’s not all. We also need them to keep themselves and the organization out of court. Managers and supervisors make decisions every day that impact the lives of the people throughout the organization. They have an obligation to make sure those decisions don’t result in a lawsuit. This is a lot of responsibility for managers. It’s the Law™ can help them put the legalities of management into perspective and keep the organization out of the courtroom.

Training Files (2)

TitleTypeTime/PagesLanguage
It's the Law™ Illegal Harassment
Video with graphics and narrator
Video Vignette03:55 min EnglishDemo

Additional Information

How do you ensure illegal harassment doesn't happen in your workplace?

First, the organization should have a written policy prohibiting harassment, including sexual harassment—but not limited to sexual harassment.

Second, every employee should be regularly trained on their rights and responsibilities regarding appropriate and inappropriate behavior and the company’s policy.

And third, reports of inappropriate behaviors that the reporter indicates may be based on a protected class status, or a protected activity, should be promptly investigated and effectively resolved.


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