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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.Offensive conduct may include, but is not limited to, offensive jokes, slurs, epithets or name calling, physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures, and interference with work performance.Harassment can occur in a variety of circumstances, including, but not limited to, the following: Prevention is the best tool to eliminate harassment in the workplace.

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If you believe that the harassment you are experiencing or witnessing is of a specifically sexual nature, you may want to see EEOC's information on sexual harassment.But fortunately, there’s an exercise you can do to help you figure out exactly why you are the right person to be speaking to that audience, no matter how admirable, authoritative, or intimidating they may be.This exercise is all about identifying what special knowledge, insight, or information you have that is of value to your audience.Harassment becomes unlawful where 1) enduring the offensive conduct becomes a condition of continued employment, or 2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive.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.

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