Sexual Harassment

Sexual Harassment is unwelcome behavior,usually of a sexual nature. Sexual advances, requests for sexual favors, and certain comments, physical conduct or visual displays may all be interpreted as sexual harassment, if they are unwelcome, severe and/or pervasive in the eyes of the recipient. Sexual harassment is a form of discrimination and is against the law.

Sexual harassment can take the form of "quid pro quo" (meaning "this for that") or can manifest itself as a hostile work environment. Quid pro quo occurs when one employee who has some power over another employee demands a sexual favor (a date, a kiss, or more) in exchange for a job, promotion, plum assignment, etc. When submission to or rejection of such an offer is used as the basis of an employment decision, it's harassment. A hostile environment exists when ongoing behavior creates an intimidating, hostile or offensive work area. Examples include screen savers featuring nude figures, vulgar language, crude jokes, unnecessary touching, etc.

Because the interpretation of "offensive" is subjective, over time the courts have provided some guidelines in determining whether or not a particular behavior is likely to be interpreted as sexual harassment. Two guidelines are noteworthy:

1. It matters much more how the recipient perceived a behavior, then how the person who did it intended it. In other words, regardless of whether someone meant to harass, or was "just kidding" matters little.
2. If a reasonable person would find the behavior in question offensive, it shouldn't be occurring in the workplace.

If you feel you have been/are being sexually harassed, tell the harasser calmly but directly that the behavior is unwelcome and you want it to stop. If it does not, you have a responsibility to let someone in the organization know who can do something about it. That means besides telling your friend, you need to also tell your supervisor, an HR Specialist, or similar person.

Disruptive and Threatening Conduct in the Workplace

Federal agencies have "zero tolerance " policies with regard to workplace violence. Actual violent acts (homicide, assault, and robbery) are the most dramatic examples of a larger class of disruptive behavior that includes threats, intimidation, and bizarre or irrational behavior/remarks. Any behavior along this continuum may fall under within the definition of "violence." All such behavior requires prompt attention. Even disruptive or threatening acts/comments should be quickly reported to management for two reasons:

1. Disruptive behavior left unchecked fosters a climate of fear and anxiety
2. Threatening remarks very frequently precede acts of workplace homicide by weeks and months, but are often ignored

Employees often hesitate to report such behavior or comments because they believe the employee in question "wasn't serious" or "was just blowing off steam." While that may be true, it may also be one in a series of escalating incidents. In other cases, employee's don't want to "rat" on a co-worker, for fear the co-worker will retaliate. Employees need to know that such retaliation is also against the rules, and anyone disciplined for disruptive or threatening behavior would be warned not to try to retaliate against anyone. However, if someone were still fearful, it would be better to report such incidents anonymously then not at all.

Violent incidents of any sort between coworkers are relatively rare. The vast majority of violent incidents occur between an employee and a member of the public. If your job requires you to interact with the public in dangerous or stressful situations, talk to your supervisor about special training available on de-escalating angry individuals and/or protecting yourself.

Any concerns regarding possible workplace violence should be reported to one's supervisor, a member of management or the EAP.

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