Why is it okay in the state of Utah for the employer to harass the employee??
157190
No, harrassament in any form is against the law.
913017
Its criminal harassment. Section 264 of the Canadian Criminal Code. So long as its repeatedly done.
584890
unless there is some form of employment contract, employment is "at will."  employers can terminate an employee for any reason at any time EXCEPT for a reason that is based on that employee being a member of a protected class, which is also known as illegal discrimination.\n\nso - if some employees are terminated and others are not for doing the SAME thing, it is up to the wrongfully terminated employee to prove that their termination is a form of illegal discrimination.  i have no opinion on your specific case, as you've not provided enough detail for me to have one.\n\nif i were the owner, and a customer was trying to provoke an employee, i'd invite them to leave the premises.  if they didn't leave, i'd have them escorted off the property for trespassing.  this presumes that the owner/manager is present during the incident.  if i learned my employee responded to a customer's provocation, i'd reprimand the employee UNLESS i thought that the employee was either too far over the line, or this wasn't the first time - in which case, they'd be out the door immediately.  like it or not, customers pay the bills, and a restaurant with employees that talk back to customers EVEN when they are in the right will find it hard to keep the doors open.  \n\nif i were you - a co-worker - i'd keep my mouth shut unless i felt like looking for another job real soon.  unless you are a manager in this company, if is not your place to question the personnel decisions of your employers.
31225
I think:  1. Document the date and behavior. 2. Talk to someone in human resources.  Depending on the workplace, there may also be an outside consultant who acts as the "ombudsperson" for gender and equity issues. 3. Keep a record in case you need to go to the EEOC (Equal Employment and Opportunity Commission).\n\nI would not talk to colleagues about the offensive behavior because I think that could only make the situation more confusing and possibly worse.  This is something that needs to be handled quietly between employee and boss, but the situation definitely shouldn't be ignored for important reasons.  First, it creates an uncomfortable and possibly hostile work environment for the worker, and she could suffer emotionally and psychologically as a result and her productivity may go down, too.  Second, the boss may have a pattern of sexually harassing his employees, and that needs to be addressed.  She may not be the first person.  Harassment is an issue of power, not of sexual attraction.\n\nGood luck regardless.  It's a tough situation.
259034
Sexual harrassment in the making.\n\n\nTell the dude thats hitting on you to bug off and warn him of your intentions. If he fails to heed your warning then you need to advise your supervisor, manager, head honcho of the situation or Human Resources. If the management or HR fails to correct the situation and the harrassment continues, then they can be held liable and litigation can result.
803473
If this boss is creating a hostile work environment, you have every right to report it to your boss's superiors and make a complaint with the EEOC.  The boss's bosses won't want the EEOC contacted, if you are going to seriously pursue it, and they should do something about it.\n\nYour being offended or "overly" sensitive does not enter in to it.  Don't let those who criticise you get under your skin!
469373
Yes, you should most certainly report your a** hole boss. He's a creep, and that kind of talk should never be forced into the workforce.
117635
Have yearly meeting desribing this type of behavior and tell employee's that it will not be tolerated.  In many case's what is sexual harassment to one person may not be to another, so you need to have all employee's aware of what can be constituted as sexual harassment.  Something as simple as starring at someone for 13 seconds is considerred ooogolling and can be treated as sexual harassment.  Companies need to inform the employee's of their Sexual Harassment Policy at least every year,(there can be new definitions from year to year), and what the consequenses are for failure to comply.  Both the Company and the Individual can be held up to a law suit in these cases, which is why it is so important to have a no tolerance policy when it comes to these types of employee interactions.
872502
Your employer cannot take adverse action against you for reporting workplace harassment, it's illegal and would, as another respondent pointed out, give you the right to file suit against them. So don't worry about getting fired.  As for transferring you against your will, I'm not sure, it would depend on both state law and the specifics of the case and the positions involved.  \n\nYour state will have some sort of board to which you could take complaints regarding workplace harassment.  You should probably give your employer the chance to handle it before you file a formal complaint, but go ahead and contact that body to find out what your exact rights and your employer's responsibilities are under state law.  Check with your state's department of labor, to find out who exactly where to go.  You could also contact your state legislator to find out where to go for information.\n\nBe professional and patient, your employer should have procedures in place for dealing with incidents like this, but they'll need to investigate and develop their own paper trail before they can take action.  Be sure to keep track of who you meet with and notes on what they say about the situation and the process involved.\n\nHopefully your employer handles this appropriately and will be able to take action against the person who wronged you.  Best of luck to you in getting this resolved quickly.
1183859
In some cities there are codes and permits you have to have to picket.   So you have to be in compliance with city codes.  you can not block people comming in or out of that business, and can not harass anyone.
751609
Do you have a Workers Rights Office in your area. They should be able to help you with all your questions and concerns regarding hostile work environment.
376181
Well, you haven't given a lot of details about what happened, but first of all, I think if he did anything sexual to you that offends you, then you should put harassment charges on him.  Sexual harassment is something that should not be tolerated!  If not, then take him aside one day (not while you are supposed to be working, you don't want to lose your job over this) and tell him that you need to talk to him about what happened before and that he can't go on pretending it didn't happen.  Let him know that you don't like the way he disrespected you.  Chances are he will stop after that, but if he keeps on, report it to a supervisor.  Nobody should have to deal with this in the workplace!!!  Good luck!
1136785
Go to the CAB and/or look in phone book for a local Law Centre (free lawyers - if one of them is qualified in employment law they will take on your case if then think it has merit.) Your employer is liable for the actions of its employees\n\nMeanwhile, take detailed notes of the bullying: when, what, who, why. Find out what your workplace grievance procedure is (you have to go through this before you can bring a claim if thats what you end up doing). Also if you have a trade union, speak to them first. Good luck.
866806
The next time that your boss tells you that "this is a man's job", remind him that he is breaking the law.  A job is a job, there no longer is a "man's" job, just like there is no longer a "woman's" job.\n\nAlso let him know that if there is any more harassment by your co-workers, you will consider that as management's consent and approval of the unacceptable behavior, and you are prepared to take appropriate action, legal and otherwise.\n\nLet him know that you have started a log of inappropriate action/ behavior of fellow employees and management personnel. Starting with the instant conversation, you are documenting everything that is said and done (who, what, where, when, time, place, and witnesses), that you consider to be harassment or sexual discrimination, and/ or related matters such as counselling sessions that you may be involved in.\n\nAlso make him aware that any adverse action such as termination, discipline, demotion, or transfer to a less desirable position will be considered retaliation, and if it happens you will take further more aggressive action.\n\nTell him these are not threats but commitments. \n\nAsk him if that is "tough enough"!
89017
Harassment is often in the eye of the beholder, as it were.\n\nStaring at a woman in an elevator who enjoyed the attention would not be harassment, even if there was a policy against it.  Doing the same thing to a woman who felt uncomfortable about it could indeed be considered harrassment, depending on the circumstances.\n\nAny conduct toward another person that makes them uncomfortable or they believe is inappropriate can be construed at harassment, but it does take more than just someone saying they don't like something.\n\nWorkplace harrassment policies are generally more specific and cover a much greater amount of possible harassment situations.  In public, being able to prove sexual harassment in such a situation would likely be difficult.  On the job, it might be a completely different matter.  You might not be guilty of a crime, but you could definitely get yourself in hot water with your company.
60077
I believe that you may have a lawsuit for hostile work environment.  You should consult a lawyer.  But remember that this could mean that you would get fired, and then have to create a wrongful termination suit. Most of the time employers get away with it.  Especially if they are an "at will" employer.  Check your employee handbook to see if they are, because they can fire you for no cause.
304692
If your employer has an ounce of compassion and decency you shouldn't!\n\nSorry for your lose!