Assertion: harasser's conduct | /r/HasProperty | unwelcome
Facets:
value: based on sex
type: OTHER
value: to the victim
type: TRANSITIVE-OBJECT
value: in the sense
type: OTHER
value: generally
type: DEGREE
Source sentences:
text: That The Conduct Is Unwelcome.
text: Generally, if a sexually oriented advance, request, verbal or physical conduct, or display of material is unsolicited or uninvited and was reasonably perceived as offensive when it occurred, the conduct may be considered unwelcome.
text: Employees are encouraged to inform the harasser directly that the conduct is unwelcome and must stop.
text: Since the key element of sexual harassment is the fact that the conduct is unwelcome, make it clear that’s the case, if you feel safe doing so.
text: If the harassment continues and you later decide to take your complaint to the employer, it can help to be able to truthfully say that you’ve made it clear the conduct is unwelcome and asked for it to stop.
text: One legal requirement for the classification of sexual harassment is for the behavior to be “unwelcome,” so rather than ignore the behavior, you should immediately communicate to the harasser that his or her conduct is unwelcome and nonconsensual.
text: Conduct is unwelcome;
text: By doing so, you will have proof that the conduct was unwelcome if the harassment doesn’t stop.
text: Harassment is illegal only if the conduct or statements are unwelcome to the victim.
text: If, for example, the harasser can show that the victim also made lewd jokes and didn't appear uncomfortable, the victim will have a harder time proving that the conduct was unwelcome.
text: As explained by the U.S. Eighth Circuit Court of Appeals in Bales v. Wall-Mart Stores, Inc., 143 F.3d 1103 (8th Cir. 1998), the conduct must be unwelcome “in the sense that the employee regarded the conduct as undesirable or offensive.
text: Sexual conduct is unwelcome whenever the person subjected to it considers it unwelcome.
text: Say no and communicate to the harasser directly that the conduct is unwelcome.
text: One legal requirement for racial harassment is that the conduct is "unwelcome.
text: Therefore, you are encouraged to inform your harasser that the conduct is unwelcome and must stop.
text: Since one of the legal requirements for racial harassment is that the conduct is "unwelcome," make sure your supervisor knows that you consider his or her conduct to be unwelcome: that what he considers a compliment, you consider offensive.
text: Note: the conduct can be unwelcome even if the employee does not specifically demand that the conduct stop.
text: Try to inform the harasser directly that the conduct is unwelcome and must stop.
text: If you have to file a lawsuit against the harasser, it will be easier to prove that the conduct was unwelcome if you inform the harasser that their conduct is not welcome before the court case.
text: One legal requirement for sexual harassment is that the conduct be "unwelcome.
text: Make sure the harasser knows that his or her conduct is unwelcome.
text: One legal requirement for sexual harassment is that the conduct be "unwelcome.
text: It is admittedly more difficult, but not impossible, to prove the conduct is "unwelcome" when you first willingly participate in conduct of a sexual nature but then cease to participate and then claim that any continued sexual conduct has created a hostile work environment.
text: After a negative employment action is taken the issue of whether the conduct was unwelcome is no longer a key factor.
text: The EEOC encourages employees to “inform the harasser directly that the conduct is unwelcome” and to ask them to stop.
text: For an action to be considered sexual harassment it must meet these criteria: (1) [the action] is related to sex or sexual conduct; (2) [the conduct] is unwelcome, not returned, not mutual; and (3) [the conduct] affects the terms or conditions of employment, in some cases including the work environment itself.
text: There are risks in rushing to HR to report incidents of sexual harassment, even when you have no doubt that the conduct was based on your sex, and you made clear that the conduct was unwelcome.
text: Hostile work environment harassment is grounds for legal action when the conduct is unwelcome, based on sex, and severe or pervasive enough to create an abusive or offensive working environment.
text: By contrast, an employee who fully and without discomfort participates in sexual banter with her supervisor may not be able to establish that the conduct was unwelcome as required under sexual harassment law.
text: conduct is unwelcome
text: Must the sexual conduct be unwelcome?
text: Must the sexual conduct be unwelcome?
text: The conduct is unwelcome and results in the victim
text: It is helpful for the victim to inform the harasser directly that the conduct is unwelcome and must stop.
text: Since one of the legal requirements for sexual harassment is that the conduct be "unwelcome," make sure your supervisor knows that you consider their conduct to be unwelcome.
text: Any employee who believes he or she has been the target of sexual harassment is encouraged to inform the offending person orally or in writing that such conduct is unwelcome and offensive and must stop.
text: It is helpful for the victim to inform the harasser directly that the conduct is unwelcome and must stop.
text: In general, to establish that a person has been harassed or discriminated against under Washington Law Against Discrimination, that person must show: (1) the conduct was unwelcome; (2) the harassment occurred because of the person’s class or status; (3) it affected the terms or conditions of employment; and (4) it was imputed to the employer.
text: The victim should inform the harasser that the conduct is unwelcome and must stop, either through words or through conduct which demonstrates that the harassment is unwelcome.
text: It is helpful for the victim to directly inform the harasser that the conduct is unwelcome and must stop.
text: Conduct is unwelcome;
text: Conduct is considered unwelcome if the student did not request or invite it and considered the conduct to be undesirable or offensive.