thermotron Understanding Workplace Harassment normal practice
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Understanding Workplace Harassment
at russles technical products — Bill said it was your JOB-- to defraud - to the customer when ever necessary, lie cheat and deceive was part of the JOB-- just as Don Bench -- said every one complained about their salary-- because he kept wages low--
and as Bill was drumming out an employee
Bill Bench — said — “Well
is it going to ” BREAK YOUR HEART– when they are GONE
ya when at thermotron . it was the same -- defrauding the employee's. it’s ok because “He’s got a problem!!
AT thermotron it’s OK to refer to your co-workers as Gay.. as if they were a homosexual.. even though they are not!--
this is called politics.. ask, honey dipper danny boy.. o'keefe)
he likely to say” Well i HEARD about youuu”
because his managers were told to be dishonest.. and back stab their co-workers. and defraud them
dave waterfield another hire of dan okeefe.. believed what ever lies that were told to him, like roger cannary.. if harrassed the co workers.. and disparaged them behind their backs..
tom bannish was a PRO- at this.. and bragged that everone would believe his lies, and not question his directives..
WHEN dick mcKenley the sales manager with tom bannish started spreading lies about joyce palmer the sales support woman.. i called up and asked them why they were drumming her out?
and as tom patterson told me .. welli guess they then attacked U, because you were not the type of “companyman” they like.. and they attacked U and harrased U to teach the rest of the ” holland clowns ” get in line!!
and as tom patterson at espec said.. he quit because after dan okeefe demenstraded his manager style.. he “didn’t have STUPID WRITTEN ON HIS FORHEAD.!!
Understanding Workplace Harassment
Workplace Harassment is a Form of Discrimination
Unlawful harassment is a form of discrimination that violates Title VII of the Civil Rights Act of 1964 and other federal authority.
Unwelcome verbal or physical conduct based on race, color, religion, sex (whether or not of a sexual nature and including same-gender harassment and gender identity harassment), national origin, age (40 and over), disability (mental or physical), sexual orientation, or retaliation (sometimes collectively referred to as “legally protected characteristics”) constitutes harassment when:
The conduct is sufficiently severe or pervasive to create a hostile work environment; or
A supervisor’s harassing conduct results in a tangible change in an employee’s employment status or benefits (for example, demotion, termination, failure to promote, etc.).
Hostile work environment harassment occurs when unwelcome comments or conduct based on sex, race or other legally protected characteristics unreasonably interferes with an employee’s work performance or creates an intimidating, hostile or offensive work environment. Anyone in the workplace might commit this type of harassment – a management official, co-worker, or non-employee, such as a contractor, vendor or guest. The victim can be anyone affected by the conduct, not just the individual at whom the offensive conduct is directed.
Examples of actions that may create sexual hostile environment harassment include:
Leering, i.e., staring in a sexually suggestive manner
Making offensive remarks about looks, clothing, body parts
Touching in a way that may make an employee feel uncomfortable, such as patting, pinching or intentional brushing against another’s body
Telling sexual or lewd jokes, hanging sexual posters, making sexual gestures, etc.
Sending, forwarding or soliciting sexually suggestive letters, notes, emails, or images
Other actions which may result in hostile environment harassment, but are non-sexual in nature, include:
Use of racially derogatory words, phrases, epithets
Demonstrations of a racial or ethnic nature such as a use of gestures, pictures or drawings which would offend a particular racial or ethnic group
Comments about an individual’s skin color or other racial/ethnic characteristics
Making disparaging remarks about an individual’s gender that are not sexual in nature
Negative comments about an employee’s religious beliefs (or lack of religious beliefs)
Expressing negative stereotypes regarding an employee’s birthplace or ancestry
Negative comments regarding an employee’s age when referring to employees 40 and over
Derogatory or intimidating references to an employee’s mental or physical impairment
Harassment that results in a tangible employment action occurs when a management official’s harassing conduct results in some significant change in an employee’s employment status (e.g., hiring, firing, promotion, failure to promote, demotion, formal discipline, such as suspension, undesirable reassignment, or a significant change in benefits, a compensation decision, or a work assignment). Only individuals with supervisory or managerial responsibility can commit this type of harassment.
A claim of harassment generally requires several elements, including:
The complaining party must be a member of a statutorily protected class;
S/he was subjected to unwelcome verbal or physical conduct related to his or her membership in that protected class;
The unwelcome conduct complained of was based on his or her membership in that protected class;
The unwelcome conduct affected a term or condition of employment and/or had the purpose or effect of unreasonably interfering with his or her work performance and/or creating an intimidating, hostile or offensive work environment.
What is Not Harassment?
The anti-discrimination statutes are not a general civility code. Thus, federal law does not prohibit simple teasing, offhand comments, or isolated incidents that are not extremely serious. Rather, the conduct must be so objectively offensive as to alter the conditions of the individual’s employment. The conditions of employment are altered only if the harassment culminates in a tangible employment action or is sufficiently severe or pervasive to create a hostile work environment.
Report any incident of harassment immediately to your supervisor, any member of management and/or to the Director of the Office of Workplace Diversity.
Note
Any employee wishing to initiate an EEO complaint arising out of the alleged incident of harassment must contact an FCC EEO Counselor or other EEO official within 45 calendar days of the date of the incident. For information on how to contact an EEO Counselor, visithttp://www.fcc.gov/owd/counselors.html. The employee should not wait until the agency’s internal harassment inquiry is completed to contact a counselor if waiting will allow the 45-day time limit to expire.
