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Against Overgendering Harassment | Slate Star Codex
What you need to know There is no state law prohibiting sexual harassment by private employers. Additional information is available. This exclusive special report covers hiring records, employment relationships, termination records, litigation issues, electronic information issues, tips for better recordkeeping, and a list of legal requirements. Download Now The 11th Circuit Court of Appeals has ruled that being subjected daily to language and radio programming that were particularly offensive to women but not targeted at an employee can constitute a hostile work environment Reeves v. In this case, the employee claimed she was sexually harassed because daily workplace conversations, jokes, and a radio program listened to by employees were degrading to women. The employer argued that the alleged conduct was not directed at the employee, so it was not sexual harassment.
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Discrimination can be of race, nationality, color, disability, age and sexuality, and Title VII applies to both private and public employers with 15 or more employees. This includes local, state and federal governments, labor organizations and employment agencies. It requires an employee to succumb to unwelcome sexual conduct. One example where a superior would be at fault for quid pro quo sexual harassment is if he or she tells you that you will not be considered for a promotion unless you have sex with him or her. In addition, there are three general criteria that must be met for the sexually harassing behavior to be considered a violation of the law.