Hostile and intimidating defined
Unwelcome verbal or physical conduct based on race, color, religion, sex (whether or not of a sexual nature and including same-gender harassment and gender identity harassment), national origin, age (40 and over), disability (mental or physical), sexual orientation, or retaliation (sometimes collectively referred to as "legally protected characteristics") constitutes harassment when: Hostile work environment harassment occurs when unwelcome comments or conduct based on sex, race or other legally protected characteristics unreasonably interferes with an employee's work performance or creates an intimidating, hostile or offensive work environment.
Anyone in the workplace might commit this type of harassment; a management official, co-worker, or non-employee, such as a contractor, vendor or guest.
20 This would be even more true of bigoted or insensitive remarks about minority or female political candidates. §§ 111.31, 111.32 (barring discrimination in "terms, conditions, .
21 Many reasonable people might view strident denunciations of Catholicism, whether political or religious, as creating a hostile environment for devout Catholics, 22 or criticisms of feminism as creating a hostile environment for women.
Creating a hostile workplace is prohibited under certain Federal discrimination laws (listed below). "It is Necessary to Prohibit the Individual Actions" Conclusion: The Speech that Harassment Law Restricts Workplace harassment law is a speech restriction of remarkable breadth. The Effect of Cases That Rely Even in Part on Speech F. 1996) (same as to "alienage or citizenship status"); New York City Comm'n on Human Rights document (asserting that New York City human rights law bars harassment based on, among other things, "alienage or citizenship status"); D. The anti-discrimination statutes are not a general civility code.Thus, federal law does not prohibit simple teasing, offhand comments, or isolated incidents that are not extremely serious.