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  繁體中文信息
  騷擾

                      
                        

          
          
                        騷擾
              


          
  騷擾是一種就業歧視形式,違反了 1964 年《民權法案》第七章、1967 年《就業年齡歧視法》(ADEA) 和 1990 年《美國殘障人法》(ADA)。

騷擾是指基於種族、膚色、宗教、性別(包括性取向、性別認同或懷孕)、國籍、年齡(從 40 歲開始)、殘障或遺傳信息(包括家族病史)而加諸的不受歡迎行為。如果出現以下情況,騷擾即屬違法的:1) 為了保住工作而必須忍受冒犯性行為,或 2) 該行為嚴重或廣泛,足以讓一個正常人認定是具有恐嚇性、敵意性或虐待性的工作環境。反歧視法還禁止對根據法律提出歧視指控、作證或以任何方式參與調查、或訴訟的個人;或對那些有理由認為雇主違法歧視的雇傭做法的個人進行騷擾以達到報復的目的。

輕微的輕蔑、侵擾和孤立的事件(除非極其嚴重)達不到違法的程度。只有工作環境讓正常人感受到恐嚇、敵意或冒犯性的氛圍,才算違法。

冒犯性行為可能包括但不限於,具有冒犯性的笑話、詆毀、辱罵或取綽號、肢體攻擊或威脅、恐嚇、取笑或嘲笑、侮辱或貶低、冒犯性物品或圖片以及干擾工作表現。騷擾在很多情況下都可能發生,包括,但不限於以下情況:

騷擾者可以是受害者的主管、其他部門的主管、雇主的代理人、同事或非雇主員工的人。
	受害者不一定是被騷擾的人,也可以是受到冒犯性行為影響的任何人。
	非法騷擾可能會發生,但受害者不一定會在經濟上受損或被解雇。

預防是消除工作場所騷擾的最佳工具。我們鼓勵雇主採取適當措施防止和糾正非法騷擾。雇主應明確地告訴員工,不會容忍不受歡迎的騷擾行為。可以通過建立有效的投訴或申訴流程、向經理和員工提供反騷擾培訓,並在員工投訴時立即採取適當的行動來達成。雇主應努力創造一個讓員工可以自由提出疑慮,並相信這些疑慮將得到解決的工作環境。

我們鼓勵員工直接告訴騷擾者,騷擾行為是不受歡迎的,必須停止。員工還應儘早向管理層報告騷擾行為,以防止問題升級。

雇主對騷擾的管控責任

雇主對於旗下主管騷擾下屬,導致負面雇傭行為(例如解雇、未能晉升或雇用以及工資損失)具有不可推卸的責任。如果來自主管的騷擾導致敵意的工作環境,雇主只有在能夠證明以下情況才能免責: 1)雇主合理防範的努力並及時糾正騷擾行為; 2) 員工未能利用雇主提供的任何防範或糾正機會。

如果雇主知道或應該知道騷擾的發生,但未能及時採取適當的糾正措施,則雇主將對非主管員工或其控制的非員工(例如獨立承包商或場所內的客戶)的騷擾承擔責任。

在調查騷擾指控時,平等就業機會委員會會查看整個記錄:包括行為的性質以及所指控事件發生的背景。騷擾是否嚴重或普遍到足以構成違法的程度,要視每個案件的具體情況而定。

如果您正在經歷或目睹的騷擾是性騷擾,您可以查看 EEOC 有關的性騷擾信息。
      
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適用的雇主
根據《民權法》第七章 (Title VII )和 《美國殘障人法》ADA,有 15 名或以上員工的雇主;根據 《美國就業年齡歧視法》ADEA,有 20 名或更多員工的雇主.



時間限制
180天內提出指控*(可由州法律延長)*
聯邦員工有 45 天的時間聯繫 EEO 顧問



了解更多信息:
民權法第七章
就業年齡歧視法
美國殘障人法
政策與指導
統計數據



另請參見:
工作場所騷擾研究特別工作組
特別工作組聯合主席的報告
執行摘要和建議
雇主風險因素清單和圖表
報告要點:PowerPoint 演示 (PDF)
預防騷擾的有效做法Return to top

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