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State laws may also provide protection from harassment at work.However, not every unpleasant behavior or incident qualifies as harassment under the law.Once your file your charge, be aware that your employer is legally prohibited from punishing you for filing your claim -- they cannot fire you, lay you off or demote you for cooperating with an EEOC investigation or filing a complaint.Depending on the nature of the discrimination, you may also be able to file your suit more quickly.State and federal laws change frequently, and the information in this article may not reflect your own state’s laws or the most recent changes to the law. You can stand up for what you believe in, advocate for yourself and for others, and be sure that credit is given where it’s due.Check with the state department of labor for information on state protections and how to file a charge, if applicable.
Sometimes, assertiveness can go too far and can make people feel afraid to state their opinion and contradict you.
This behavior becomes illegal at the point where: Harassing conduct may include offensive jokes or pictures, name-calling, slurs, threats, intimidation, and more.
The harasser can be your boss, but can also be a co-worker or an employee in another department. For example, if you have a client who harasses you, and your boss refuses to change your assignment or otherwise protect you from continued abuse, that might constitute a hostile work environment.
File the Charge as Soon as Possible After the incident occurs, you have 180 days to file the charge with the EEOC (or two years, in the case of violations of the EPA).
This window is extended to 300 days if a state or local law prohibits harassment on the same basis.
If that doesn’t work, the EEOC may ask the employer to answer your charge in what’s called a “Respondent's Position Statement.” You can view their statement and upload your response in the portal.