Walter Lewis5 said:crimsonsailor7, thanks for passing along that address.
I’m wondering if anyone else here has dealt with something similar? Specifically, I want to know if you found any actual recourse through the system, or if the institutions involved were just completely powerless to step in and do anything about it.
(1) Harassment and sexual harassment are strictly prohibited.
(2) Harassment is any conduct by an employer or employee intended to, or that actually results in, violating someone's dignity, creating a hostile, humiliating, or offensive environment, or causing fear.
(3) This includes discriminatory behavior where an employee is placed at a disadvantage due to race, skin color, gender, sexual orientation, marital status, family obligations, age, language, religion, political or other beliefs, national or social origin, economic status, birth, social standing, political affiliation, union membership, or physical or mental disability.
(4) Sexual harassment includes any verbal, non-verbal, or physical behavior of a sexual nature intended to, or that actually results in, violating an employee's dignity, creating a fearful, hostile, humiliating, or offensive environment.
(5) Behavior that violates a person's dignity can be intentional or negligent and includes things like:
– gossiping, spreading rumors, or slander,
– insults, threats, profanity, and disparagement,
– sexist behavior involving socially inappropriate terms regarding gender or orientation, jokes, or unwanted physical contact,
– intentionally withholding work-related information or providing misinformation, and
– assigning meaningless, impossible, or degrading tasks—or failing to assign tasks altogether.
If this happens, an employee should report it to a supervisor, a union representative, or an authorized company official designated to handle dignity and harassment complaints (a confidential advisor).
Depending on the severity, the authorized person is required to investigate the complaint immediately, or at least within eight days, and take all necessary steps to stop the harassment if they find it occurred.
If the employer fails to take appropriate action to prevent harassment or if their response is clearly inadequate, the employee has the right to stop working until protection is provided, provided they file for protection with the appropriate court within eight days.