Intimidating hostile or offensive work

First, and most importantly, you do not want a workplace culture that allows any form of harassment to occur.If the person's conduct creates a hostile work environment or interrupts an employee's success, it is considered unlawful sexual harassment.Sexual harassment isn't limited to making inappropriate advances.Note also though, that while the current charges are truly egregious, all workplace sexual harassment is morally, ethically, and legally wrong— no matter the scale of the accusations.Your policy handbook needs a: Workplace non-fraternization policies need to recognize that the workplace is one of the logical locations for people to meet and fall in love, as long as the employees engaged in the relationship follow common sense guidelines.Even though it's the type of harassment that is most often reported, harassment in the workplace and in hiring isn't limited to sexual harassment.Other actions regarding religion, race, age, gender, or skin color, for example, can also be considered harassment if they interfere with an employee's success or conjure a hostile work environment. It could be a manager, co-worker, or even a non-employee like a client, contractor, or vendor.However, as a manager or supervisor dating your reporting staff is never appropriate.After creating these policies, you need to train all employees on the ways to prevent sexual harassment and how to report sexual harassment when it occurs.These are just a few examples of sexual harassment.Bottom line: Any actions or words with a sexual connotation that interfere with an employee's ability to work or create an uncomfortable atmosphere are considered sexual harassment.

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