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  骚扰

                      
                        

          
          
                        骚扰
              


          
  骚扰是一种就业歧视,违反1964年《公民权利法》第七条、1967年《就业年龄歧视法(ADEA)》和1990年《美国残疾人法(ADA)》。

骚扰是因为种族、肤色、宗教、性别(包括怀孕)、民族血统、年龄(40岁或以上)、残疾或基因信息而实施的不受欢迎的行为。如果1)忍受冒犯性行为成为继续受雇的条件,或2)行为严重或普遍,足以产生一个理性的人会认为具有恐吓、敌视或虐待性的工作环境,骚扰就构成非法行为。对于根据这些法律提出歧视指控,作证或以任何方式参与调查、诉讼;或反对个人有理由认为违法歧视个人的雇佣行为,反歧视法还禁止对个人进行骚扰,达到报复目的。

微不足道的轻视、烦扰和孤立的事件(除非极其严重)达不到违法的程度。只有让工作环境对正常人构成威胁、敌视或冒犯的行为,才是非法的。

冒犯性行为包括但不限于:冒犯性笑话、诋毁、起绰号、人身攻击或威胁、恐吓、嘲笑、侮辱或贬低、冒犯性物品或图片,以及影响工作表现等。在各种情况下都可能发生骚扰,包括但不限于以下情况:

受害者的主管、其他部门的主管、雇主的代理人、同事或非雇员都有可能是骚扰者。
	被骚扰的人不一定是受害者,但受攻击行为影响的任何人都可能是受害者。
	非法骚扰的发生不一定导致受害人在经济上受损或被解雇。消除工作场所骚扰的最佳途径是预防。鼓励雇主采取适当措施,防止和纠正非法骚扰。他们应该清楚地告诉雇员,不受欢迎的骚扰行为是不能容忍的。通过建立有效的投诉或申诉流程,向其经理和雇员提供反骚扰培训,并在员工投诉时立即采取适当的行动,他们可以达到这个目的。雇主应该努力创造一个环境,让雇员可以自由地提出担忧的问题,并对他们担忧的问题会得到解决充满信心。

鼓励雇员直接告知骚扰者,这种行为不受欢迎,必须停止。雇员还应尽早向管理层报告骚扰,防止其升级。

雇主的骚扰管控责任

如果主管的骚扰导致负面雇佣行为,例如解雇、未能晋升或雇佣,以及工资损失,雇主对主管的骚扰行为具有不可推卸的责任。如果主管的骚扰导致工作环境变得恶劣,雇主只有证明以下情况,才能免责:1) 雇主做出了合理的防范努力,并及时纠正骚扰行为;和2)雇员自身责任,没有利用雇主提供的任何防范或纠正机会。

如果雇主知道或应该知道骚扰的发生,并且没有及时采取适当的纠正措施,雇主将对非主管雇员或其控制下的非雇员(如独立承包商或工作场所的顾客)的骚扰行为负责。

在调查骚扰指控时,EEOC审查整个记录:包括行为的性质,以及指控的事件的发生背景。对骚扰是否严重或普遍到足以构成非法的程度,视具体情况而定。

如果你认为你正在经历或目睹的骚扰完全是性骚扰,你可以查看EEOC的性骚扰信息。
      
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    عربي (Arabic)简体中文 (Chinese, Simplified)繁體中文 - Chinese (Traditional)EnglishKreyòl Ayisyen (Haitian Creole)한국어 (Korean)Русском (Russian)Español (Spanish)Tagalog (Tagalog)Tiếng Việt (Vietnamese)
适用的雇主

ADA第七条规定15名或更多雇员,ADEA规定20名或更多雇员



时限

180天提起指控*(可依州法律延长)*

联邦雇员有45天时间与平等就业机会顾问联系



进一步了解:

《民权法》第七条
	《就业年龄歧视法》
	《美国残疾人法》
	政策与指导
	统计资料



另请参见:

工作场所骚扰研究专责小组

专责小组联合主席的报告
	摘要和建议
	雇主风险因素清单和图表
	报告要点:PowerPoint演示文稿(PDF)
	有效防范措施Return to top

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