The guidance reflects changes in law since the prior version was issued in 1999. Image: Alexander Supertramp/Shutterstock.com
By: FEDweek StaffThe EEOC has updated its guidance on enforcement of anti-harassment laws in the workplace, including federal workplaces, saying the goal is to “help people feel safe on the job and assist employers in creating respectful workplaces.”
Overall in recent years more than a third of all discrimination charges received by the EEOC included an allegation of harassment based on race, sex, disability, or another characteristic covered those laws, and harassment has been alleged in over half of federal sector equal employment opportunity complaints, the EEOC said.
The guidance reflects changes in law since the prior version was issued in 1999, including examples of situations that constitute harassment, “not only by coworkers or supervisors, but also by customers, contractors, and other third parties. In addition, the guidance addresses the growth of virtual work environments and the increasing impact of digital technology and social media on how harassment occurs in the work environment,” the statement said.
The guidance also points to recently issued resources on harassment, including one from last year, Promising Practices for Preventing Harassment in the Federal Sector.
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