Many sexual harassment claims are filed because a workplace has become a hostile environment.
This means that the offensive conduct, based on the sex of the victim, is so severe and pervasive that a reasonable person would see the environment as hostile or abusive.
Your employer should promptly and thoroughly investigate your claim.
This may mean that your employer will interview you, the harasser, and any other witnesses.
Examples of harassment include offensive or derogatory jokes, racial or ethnic slurs, pressure for dates or sexual favors, unwelcome comments about a person's religion or religious garments, or offensive graffiti, cartoons or pictures. The laws enforced by EEOC protect you from being harassed because you report discrimination to someone at your company, to EEOC, or to your parents, your teacher, or another trusted adult.
This is true even if it turns out that the conduct you complained about is not found to be harassment.
The laws enforced by EEOC do not prohibit simple teasing, casual comments, or single incidents that are not very serious.
Employers have a legal obligation to make sure that the workplace is not a hostile environment.
Find out if your company has a policy on harassment.
The policy should tell you who in your company is responsible for handling harassment issues.
These are just examples of the types of actions an employer can take against you. Act professionally and treat others the way you want to be treated. The laws enforced by EEOC do not prohibit simple teasing, offhand comments, or isolated incidents that are not very serious.
For workplace harassment to be illegal, the conduct must either be severe (meaning very serious) or pervasive (meaning that it occurred frequently).