How do you spell intimidating
The reasonable person standard includes consideration of the perspective of persons of the same race, color, religion, gender, national origin, age, or disability as the harassment victim.For example, if a female employee complains of harassment, make sure in applying this test that you take the perspective of a woman, not a man.Harassment of any kind has no place in the workplace.If you're an employer subject to federal anti-discrimination laws, you have a legal obligation to provide a work environment that is free from intimidation, insult, or ridicule based on race, color, religion, gender, or national origin.If, in the perspective of another woman, you would find this conduct harassing, it probably is.
If one employee is granted a promotion in return for sexual favors, other male and female coworkers can allege sexual harassment by showing that they were denied an equal opportunity for promotion because of the improper sexual conduct.
In addition to federal laws prohibiting discrimination and harassment, some states have similar (and sometimes more far-reaching) laws.
Check your state's law and remember that federal law is controlling, unless the state's law offers more protection to the employees, in which case the state law is controlling.
Harassment is verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of that person's (or that person's relatives', friends', or associates') race, skin color, religion, gender, national origin, age, or disability, and that: If you have a situation where you are trying to determine if some conduct that has taken place is actually harassing conduct, the way to determine it is to use the "reasonable person" standard.
If a reasonable person in the same or similar circumstances would find the conduct intimidating, hostile, or abusive, then it's probably harassment.