Petty slights, annoyances, and isolated incidents (unless extremely serious) will not rise to the level of illegality.
To be unlawful, the conduct must create a work environment that would be intimidating, hostile, or offensive to reasonable people.
Employers are encouraged to take appropriate steps to prevent and correct unlawful harassment.
They should clearly communicate to employees that unwelcome harassing conduct will not be tolerated.
Harassment is a form of employment discrimination that violates Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, (ADEA), and the Americans with Disabilities Act of 1990, (ADA).
Harassment is unwelcome conduct that is based on race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information.
Employees are encouraged to inform the harasser directly that the conduct is unwelcome and must stop.
Employees should also report harassment to management at an early stage to prevent its escalation.
Anti-discrimination laws also prohibit harassment against individuals in retaliation for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or lawsuit under these laws; or opposing employment practices that they reasonably believe discriminate against individuals, in violation of these laws.The employer is automatically liable for harassment by a supervisor that results in a negative employment action such as termination, failure to promote or hire, and loss of wages.