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Sexual Harassment Attorneys Gresham OR

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Cheyenne K Powelson
(503) 317-6893
20699 NE Glisan St #120
Fairview, OR
Specialties
Sexual Harassment, Contracts, Employment, Discrimination
Education
Gonzaga University,Gonzaga University
State Licensing
Oregon, Washington

Richard H Rizk
(503) 245-5677
1332 SW CUSTER DR
PORTLAND, OR
Specialties
Personal Injury, Insurance, Sexual Harassment
Education
Lewis & Clark Northwestern Law School,Southern Methodist University,Culver Military Academy
State Licensing
Illinois, Oregon

Michael W Franell
(541) 646-4111
724 S Central Ave Ste 113
Medford, OR
Specialties
Sexual Harassment, Discrimination, Estate Planning, Land Use & Zoning, Contracts, Real Estate
State Licensing
Oregon, Texas

Judy Danelle Snyder
(503) 228-5027
1000 SW Broadway #2400
Portland, OR
Specialties
Employment, Civil Rights, Sexual Harassment, Wrongful Death, Medical Malpractice, Ethics
Education
Notre Dame Law School,West Liberty State College
State Licensing
Oregon

Karen Ellen Ford
(541) 247-2403
PO Box 1090
Gold Beach, OR
Specialties
Employment, Employee Benefits, Discrimination, Sexual Harassment
Education
University of California at Davis School of Law,University of California - San Diego
State Licensing
California, Colorado, Oregon

Beth Creighton
815 SW 2ND AVE STE 500
PORTLAND, OR
Specialties
Civil Rights, Discrimination, Sexual Harassment, Wrongful Termination
Education
University of Toronto,University of Wisconsin
State Licensing
Oregon

Judy Danelle Snyder
(503) 228-5027
1000 SW Broadway #2400
Portland, OR
Specialties
Employment, Civil Rights, Sexual Harassment, Wrongful Death, Medical Malpractice, Ethics
Education
Notre Dame Law School,West Liberty State College
State Licensing
Oregon

Cheyenne K Powelson
(503) 317-6893
20699 NE Glisan St #120
Fairview, OR
Specialties
Sexual Harassment, Contracts, Employment, Discrimination
Education
Gonzaga University,Gonzaga University
State Licensing
Oregon, Washington

Joseph M Connelly
(541) 343-8111
1361 Pearl Street
Eugene, OR
Specialties
Criminal Defense, Lawsuits & Disputes, Personal Injury, Sexual Harassment
Education
University of Oregon School of Law,University of Connecticut,University of Oregon
State Licensing
Oregon

Richard H Rizk
(503) 245-5677
1332 SW CUSTER DR
PORTLAND, OR
Specialties
Personal Injury, Insurance, Sexual Harassment
Education
Lewis & Clark Northwestern Law School,Southern Methodist University,Culver Military Academy
State Licensing
Illinois, Oregon

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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