We strive at UNG to provide you with a work environment free from harassment and hostility.
Keep yourself informed as to what constitutes harassment or a hostile work environment, and learn what you can do if you find yourself in such a situation. Employee relations is here to discuss your options with you.
Prohibited workplace harassment may take either of two forms. It may entail "quid pro quo" harassment, which occurs in cases in which employment decisions or treatment are based on submission to or rejection of unwelcome conduct, typically conduct of a sexual nature. Workplace harassment may also consist of offensive conduct based on one or more of the protected groups above (race, gender, religion, color, age, national origin, ancestry, disability, or sexual orientation) that is so severe or pervasive that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as being fired or demoted).
Conduct and speech typically considered “hostile” is intimidating, offensive, abusive and/or otherwise offensive, going beyond rudeness or casual joking. To qualify as a “hostile” workplace, conduct must be intentional, severe, recurring and/or pervasive and interfere with the employee's ability to perform his/her job. In United States labor law, a hostile work environment exists when one's behavior within a workplace creates an environment that is difficult or uncomfortable for another person to work in due to discrimination.