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Workplace Harassment: Updated Guidance from the EEOC
Manage episode 423114638 series 3561377
Контент предоставлен Tom Spiggle. Весь контент подкастов, включая эпизоды, графику и описания подкастов, загружается и предоставляется непосредственно компанией Tom Spiggle или ее партнером по платформе подкастов. Если вы считаете, что кто-то использует вашу работу, защищенную авторским правом, без вашего разрешения, вы можете выполнить процедуру, описанную здесь https://ru.player.fm/legal.
Workplace harassment is an issue that affects countless individuals daily, imparting a significant emotional and psychological toll. While many may recognize the discomfort and unease caused by certain behaviors, discerning whether such actions are illegal can be challenging.
Samantha Vanterpool Rucker, an attorney with The Spiggle Law Firm, joins Tom to discuss the newly issued guidelines from the Equal Employment Opportunity Commission (EEOC) that offer clarity on harassment matters.
The episode kicks off by addressing the common misconception that all forms of bullying and harassment in the workplace are illegal. While unethical and unhealthy, not all forms of harassment meet the legal threshold. What does?
The EEOC has established clear guidelines distinguishing general workplace harassment from actionable harassment. This guidance breaks down these categories using vivid examples.
Both employees and employers need to stay informed about their rights and responsibilities to foster a healthy and compliant working environment. This episode is a fantastic place to start.
Chapters
(00:00) What counts as unlawful harassment?
(01:48) Examples of harassment and discrimination from the EEOC guidelines
(04:10) What about when the manager is terrible to everyone?
(07:15) Using the EEOC as a resource when filing your charge
(08:15) Discrimination and retaliation are two separate claims
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Disclaimer: This information is not intended to be legal advice. This is for educational purposes only. If you are seeking legal advice, please talk to a lawyer.
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