Overall, DOL policies and procedures promote prompt recognition, reporting, and remedying of harassing workplace conduct with the goal of eliminating such conduct quickly and effectively, even in cases in which the reported conduct may not be severe and pervasive so as to constitute a violation of federal law. ![]() The Harassing Conduct Policy is referenced at the end of this fact sheet. Rather, the Department will endeavor to act before the harassing conduct is so severe and pervasive as to constitute an unlawful hostile work environment. The Department will not wait for a pattern of harassing behavior to emerge. The Harassing Conduct Policy seeks to discover and remedy, in particular, "minor" violations so that harassment does not spread or escalate and rise to the level of a legal violation. However, the intent of the Department of Labor's Harassing Conduct Policy is to provide a process for addressing incidents of unwelcome conduct long before they become severe and pervasive enough to create a hostile work environment under the law. To be unlawful, the conduct must create a work environment that would be intimidating, hostile, or offensive to a reasonable person. ![]() Under the EEO complaint process, petty slights, annoyances, and isolated incidents (unless extremely serious) will not rise to the level of harassment or hostile work environment. ![]() This fact sheet primary discusses prohibited conduct under federal law – that it, "actionable" harassment or hostile work environment for which people may file Equal Employment Opportunity (EEO) complaints and seek "make-whole" relief. The Department of Labor does not permit harassing conduct by anyone in the workplace, including co-workers, contractors and customers. Under federal law and Department of Labor (DOL) policy, harassment based on race (including dress and grooming), color, ancestry, national origin (including ethnicity, accent, and use of a language other than English), religion or religious creed (including reasonable accommodation of religious beliefs or practices), physical or mental disability (including reasonable accommodation of physical or mental disability), genetic information, sex (including pregnancy, childbirth, lactation, abortion, and related medical conditions and procedures), sexual orientation, gender identity, gender expression, intersex conditions, age, parental status, marital status, political affiliation or any other prohibited factor, and/or retaliation for engaging in protected Equal Employment Opportunity (EEO) activity (e.g., filing or participating in a complaint or otherwise opposing discrimination, including harassment requesting a reasonable accommodation) is prohibited.
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