All employers should have a well-publicized anti-harassment policy that prohibits all harassment of all types in the workplace. Often times, clearly informing employees about the company expectations surrounding harassment is the best preventative measure against this difficult issue. Unfortunately there are always exceptions to that rule and employers and employees should know their rights and how to handle a situation in order to effectively disengage a potential problem.

There are two basic types of harassment in the office. Office bullying or intimidation, ridicule and occasionally physical abuse to get ahead by an employee can cause numerous problems in the workplace. Human Resource departments don't always see complaints of this sort as harassment, instead suggesting that the employees should work out their differences, but in the case of an office bully, this scenario would only fuel the fire already in place and most likely cause additional issues.

The office bully will use intimidation to control another individual. From starting vicious rumors, "forgetting" to share important work-related information to more blatant physical violence, the bully will use these tools to make an employee feel vulnerable and like their job may be in jeopardy in order to gain a foot up in the office. Bullies are highly competitive, even in situations where competition isn't necessary. They most likely do not understand how their behavior affects their target, or the office environment, making it difficult to reason with them.

Over 65% of targets are female, but in every case, the target may choose to avoid confrontation rather than be considered a tattle-tale or bring negative attention upon their co-worker for fear of retribution. Many targets will start to have diminished job productivity and it is imperative that managers and human resource professionals are proficient in seeing the signs of a bully situation in the office.

Sexual harassment violates Title VII of the Civil Rights Act of 1964. This rule of sex discrimination applies to employers with 15 or more employees, including government and labor organizations.

Typical sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when it is tied to an individual's employment, interferes with an employee's work performance or creates a hostile work environment. Sexual harassment occurs in many circumstances, but is not limited to the following:

• The victim and harasser do not have to be opposite sexes. Victims and harassers can be male or female.


• The harasser can be a manager, vendor, co-worker or even a volunteer in the office.


• The victim does not have to be the person harassed. Anyone affected by the offensive conduct of the harasser is protected by Title VII.


• The harasser's conduct must be unwelcome in nature.

In 2008, EEOC received over 13,000 complaints of sexual harassment and approximately 11,700 of those cases were resolved with monetary benefits assessed to victims.
When dealing with a harassment situation, it is helpful for the victim to first directly inform the harasser that their conduct is unwelcome and request it to stop. Failure to do so by the harasser should lead to victims or other co-workers to follow company policy in regards to notifying their employer of the situation. Employers should be trained in the tools of investigation allegations of harassment and look at the entire situation before making determinations.

Prevention is the best tool for eliminating harassment in the workplace. Employers who actively and consistently update training with their employees on the expectations in the workplace and establish an effective and open complaint process tend to have fewer cases of harassment and a more friendly work environment.