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Sexual Harassment Attorneys Ft Mitchell KY

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Mark Joseph Stepaniak
(513) 357-9398
425 WALNUT ST STE 1800
CINCINNATI, OH
Specialties
Employment, Sexual Harassment, Discrimination, Litigation
Education
University of Cincinnati College of Law,Thomas More College
State Licensing
Ohio

Angela Jo Rapp
(513) 842-8136
Suite 2000, Atrium Two, 221 E. Fourth Street
Cincinnati, OH
Specialties
Employment, Antitrust, Sexual Harassment
Education
University of Akron
State Licensing
Ohio

Sarah Clay Leyshock
(513) 621-2100
300 Pike Street, Suite 400
Cincinnati, OH
Specialties
Family, Elder Law, Sexual Harassment
Education
Northern Kentucky University
State Licensing
Ohio

Anitra Dionne Walden-Jacobs
(513) 977-8600
255 East 5th Street, Suite 1900
Cincinnati, OH
Specialties
Workers Compensation, Employment, Discrimination, Sexual Harassment
Education
University of Cincinnati
State Licensing
Ohio

Wessels Carlo R Atty
(859) 344-1188
250 Grandview Dr
Ft Mitchell, KY
 
Kerry Philip Hastings
(513) 357-9380
425 WALNUT ST STE 1800
CINCINNATI, OH
Specialties
Employment, Discrimination, Sexual Harassment
Education
Harvard University Law School,University of Michigan
State Licensing
Ohio

Kristin Paige Abbinante
(513) 723-4604
221 East Fourth St., Suite 2000, Atrium Two
Cincinnati, OH
Specialties
Employment, Antitrust, Sexual Harassment
Education
University of Dayton
State Licensing
Ohio

Donald Bernard Hordes
(513) 579-1414
441 VINE ST STE 2900
CINCINNATI, OH
Specialties
Employment, Discrimination, Sexual Harassment, Arbitration
Education
George Washington University National Law Center
State Licensing
Ohio

Dunham Brian C Atty
(859) 344-1188
250 Grandview Dr
Ft Mitchell, KY
 
Nolan Timothy L Atty
(859) 261-4200
2220 Grandview Dr
Ft Mitchell, KY
 

Dealing with Harassment at the Workplace | Gradspot.com

By Julie Fishman

Remember the elementary school bully who gave atomic wedgies to the geometry club? Or the middle school smart aleck who renamed Becky McFadden Becky McFattend? How about the high school Romeo who spit lines like, “There are 265 bones in the human body. How’d you like one more?” Well, these a-holes are now adults, and if their adolescent antics have carried over into the working world, they could be considered instances of harassment.

Being the lowest but youngest (and therefore most attractive) members of the totem pole, recent grads are both the most likely to be the victims of harassment and the least likely to feel comfortable reporting it. Technically, harassment at work occurs when any unwelcome comments or conduct based on sex, religion, or other legally guarded characteristics interferes with an employee’s performance or creates a hostile, intimidating, or uncomfortable work environment. Employees are protected under Title VII of The Civil Rights Act of 1964, but behavior must be severe, pervasive, or result in a change in status (demotion, firing, failure to promote, etc.) to be considered harassment. So how do you gauge when innocuous hazing is actually illegal harassment?

A Thin Grey Line

Harassment can be hazier than LA on a hot summer day. It is often hard to tell when something is innocent and when it is inappropriate. Ass slap at the company softball game: probably okay. Ass slap in the boss’s office: probably not okay. Harassment comes in many varieties, the most prevalent being sexual, racial, and emotional. All three involve unwanted verbal, visual, or physical conduct of an offensive nature aimed at a person’s gender, ethnicity, or personal integrity. Examples range from innuendos to sexual invitations, epithets to assaults, and demeaning to demoting. Minor offenses, such as jokes, gestures, or emails are not legally considered harassment unless they are recurring or very severe. It may be best to simply tell the perpetrator that the action is unacceptable. If a minor offense reoccurs, it becomes a major offense and moves to the realm of harassment. Serious transgressions, such as a boss giving a “sex or sayonara” ultimatum or threats to a person’s well-being should be dealt with immediately.

Dealing with the Dilemma Internally

Workplace harassment is common but often not reported because the victim blames him or herself, is ashamed, or thinks the results will outweigh the complaint. It is important not to let a problem fester. If the objective is simply to stop a low-level offense, such as being referred to as McDreamy, simply tell the person that the behavior is not appreciated. If face-to-face confrontation is too intimidating, write a letter outlining what the disturbing conduct is, why it is bothersome, and how it can be resolved. Keep a copy in case the situation persists and a more formal complaint must be made. Use those college-note-taking skills to record date, ...

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