1.
harassment having the same quantity, value, or measure as another
the act of tormenting by persistent attacks and criticism
Harassment in the Workplace
2. behavior
the way a person acts toward other people
Harassment in the workplace is behavior deemed offensive or
unwanted.
3. deem
judge or regard in a particular way
Harassment in the workplace is behavior deemed offensive or
unwanted.
4. offensive
unpleasant or disgusting especially to the senses
Harassment in the workplace is behavior deemed offensive or
unwanted.
5. hostile
characterized by enmity or ill will
The result of harassment is a hostile environment that leaves an
employee feeling intimidated or offended, according to the United
States Equal Employment Opportunity Commission.
6. intimidated
made scared or fearful as by threats
The result of harassment is a hostile environment that leaves an
employee feeling intimidated or offended, according to the United
States Equal Employment Opportunity Commission.
7. offend
cause to feel resentment or indignation
The result of harassment is a hostile environment that leaves an
employee feeling intimidated or offended, according to the United
States Equal Employment Opportunity Commission.
8. accord
concurrence of opinion
The result of harassment is a hostile environment that leaves an
employee feeling intimidated or offended, according to the United
States Equal Employment Opportunity Commission.
9. equal
The result of harassment is a hostile environment that leaves an
employee feeling intimidated or offended, according to the United
States EqualEmployment Opportunity Commission.
10. opportunity
a possibility from a favorable combination of circumstances
The result of harassment is a hostile environment that leaves an
employee feeling intimidated or offended, according to the United
States Equal Employment Opportunity Commission.
11. commission
the act of granting authority to undertake certain functions
The result of harassment is a hostile environment that leaves an
employee feeling intimidated or offended, according to the United
States Equal Employment Opportunity Commission.
12. framework
the underlying structure
The upper management sets the framework for the office, including a
workplace free of harassment of any form
13. advance
move forward
• Sexual harassment includes unwanted sexual advances, sexual
language or jokes and talk about sexually explicit topics.
14. explicit
precisely and clearly expressed or readily observable
• Sexual harassment includes unwanted sexual advances, sexual
language or jokes and talk about sexually explicit topics.
15. bullying
the act of intimidating a weaker person to do something
Bullying behaviors in which the aggressor tries to push around
another employee falls under the harassment category.
16. harass
annoy continually or chronically
An employee might harass a co-worker based on race, ethnicity,
religion, age, sexual orientation or disabilities.
17. ethnicity
an affiliation resulting from racial or cultural ties
An employee might harass a co-worker based on race, ethnicity, Even gossip or rumors that intend to harm the character of an
religion, age, sexual orientation or disabilities. employee may qualify as harassment.
18. orientation 27. witness
the act of determining one's position someone who sees an event and reports what happened
An employee might harass a co-worker based on race, ethnicity, • Harassment creates a negative workplace environment for the
religion, age, sexual orientation or disabilities. person being harassed and often for other employees who witness the
19. disability activity.
when one cannot perform due to physical or mental unfitness 28. promptly
An employee might harass a co-worker based on race, ethnicity, with little or no delay
religion, age, sexual orientation or disabilities. If the management doesn't handle the harassment promptly and
20. derogatory fairly, fear and frustration are possible.
expressive of low opinion 29. deny
This might include direct derogatory comments about the person or declare untrue; contradict
general jokes and comments about a group of people. The company can be held liable if no actions were taken or if the
21. target harassed individual was fired, denied a promotion or experienced
a reference point to shoot at other negative actions.
The harassment may cause the target to feel embarrassed or 30. promotion
ostracized. the act of raising in rank or position
22. embarrassed The company can be held liable if no actions were taken or if the
feeling or caused to feel uneasy and self-conscious harassed individual was fired, denied a promotion or experienced
The harassment may cause the target to feel embarrassed or other negative actions.
ostracized. 31. policy
23. ostracize a plan of action adopted by an individual or social group
expel from a community or group Policies
The harassment may cause the target to feel embarrassed 32. tolerance
or ostracized. willingness to respect the beliefs or practices of others
24. gossip A zero- tolerance policy for harassment is essential in any workplace.
light informal conversation for social occasions 33. essential
Even gossip or rumors that intend to harm the character of an basic and fundamental
employee may qualify as harassment. A zero-tolerance policy for harassment is essential in any workplace.
25. rumor 34. incident
gossip passed around by word of mouth a single distinct event
Even gossip or rumors that intend to harm the character of an Include the process for handling an incident of harassment, including
employee may qualify as harassment. how to report the event and what will happen after a report is
26. intend received.
have in mind as a purpose 35. event
something that happens at a given place and time prohibited by law or by official or accepted rules
Include the process for handling an incident of harassment, including Workplace harassment is illegal under Federal Equal Employment
how to report the event and what will happen after a report is Opportunity (EEO) Laws.
received. 44. psychological
36. implemented mental or emotional as opposed to physical in nature
forced or compelled or put in force It can cause an employee an array of psychological and physical
The policy needs to be implemented consistently for all staff symptoms, especially if it is not reported and the person continues to
members. be exposed.
37. consistently 45. physical
in a systematic manner involving the body as distinguished from the mind or spirit
The policy needs to be implemented consistently for all staff It can cause an employee an array of psychological
members. and physical symptoms, especially if it is not reported and the person
38. require continues to be exposed.
have need of 46. investigate
When you require employees to attend an actual training session, you conduct an inquiry of
know they hear and read the policy. Employers should educate all employees on this topic, and managers
39. potential or supervisors should investigate any reports of harassment in the
existing in possibility workplace.
You get the opportunity to go into more detail on the types of 47. civil
behaviors that are not acceptable and the potential consequences of of or occurring between or among citizens of the state
engaging in harassing behavior. • According to The Equal Employment Opportunity Commission
40. consequence (EEOC), Title VII of the Civil Rights Act of 1964 (Title VII)
a phenomenon that is caused by some previous phenomenon and Civil Rights Act of 1991 offer protection from workplace
You get the opportunity to go into more detail on the types of harassment.
behaviors that are not acceptable and the potential consequences of 48. affiliation
engaging in harassing behavior. the act of becoming formally connected or joined
41. engaging Workplace harassment is any behavior that is hurtful or shows
attracting or delighting aggression toward an employee and based on race, sex, color,
You get the opportunity to go into more detail on the types of national origin, religion, sexual orientation, age, political affiliation,
behaviors that are not acceptable and the potential consequences disability or veteran status.
of engaging in harassing behavior. 49. veteran
42. clarification a person who has served in the armed forces
the act of removing solid particles from a liquid Workplace harassment is any behavior that is hurtful or shows
The training also gives employees an opportunity to ask questions aggression toward an employee and based on race, sex, color,
about the policy for clarification. national origin, religion, sexual orientation, age, political affiliation,
43. illegal disability or veteran status.
 50. uncomfortable
providing or experiencing physical unease
Harassment creates an intimidating, uncomfortable, or abusive
environment and can interfere with an employee's performance.
51. abusive
characterized by physical or psychological maltreatment
Harassment creates an intimidating, uncomfortable,
or abusiveenvironment and can interfere with an employee's
performance.
52. interfere
get involved, so as to alter or hinder an action
Harassment creates an intimidating, uncomfortable, or abusive
environment and can interfere with an employee's performance.
53. affect
have an influence upon
Harassment can also affect an employee's compensation or
advancement opportunities.
54. compensation
the act of making amends for service or loss or injury
Harassment can also affect an employee's compensation or
advancement opportunities.
55. retaliation
action taken in return for an injury or offense
Retaliation
56. penalty
the disadvantage or painful consequences of an action
If an employee reports harassment and there are delays in an
investigation, or penalties or intimidation occur because the
harassment was reported, a company can be held liable.
57. intimidation
the act of scaring a weaker person to make them do something
If an employee reports harassment and there are delays in an
investigation, or penalties or intimidation occur because the
harassment was reported, a company can be held liable.
58. occur
come to pass
If an employee reports harassment and there are delays in an
investigation, or penalties or intimidation occur because the
harassment was reported, a company can be held liable.
59. authority
the power or right to give orders or make decisions
In "quid pro quo," a person who has authority over an employee
offers or withholds a benefit in exchange for sexual favors.
60. withhold
hold back; refuse to hand over or share
In "quid pro quo," a person who has authority over an employee offers
or withholds a benefit in exchange for sexual favors.
61. repeated
recurring again and again
The second type is a "hostile" work environment--
unwanted repeated sexual comments, touching or any behavior that
creates an uncomfortable work environment.
62. unsolicited
not asked for
Sexual harassment is when any unsolicited sexual advances, request
for sexual favors in verbal or written form or any unwelcome behavior
requests are made by a co-worker, supervisor or manager.
63. prevention
the act of hindering
Prevention
64. guideline
a rule that provides direction for appropriate behavior
The EEOC has issued many guidelines that are available to employers
to provide harassment training.
65. reprimand
an act or expression of criticism and censure
An employee who participates in harassment should face
immediate reprimand or termination.
66. termination
the act of ending something
An employee who participates in harassment should face immediate
reprimand or termination.