Petty slights, annoyances, and isolated incidents (unless extremely serious) will not rise to the level of illegality.
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.If your supervisor is the problem, go over his head if possible.You might want to keep notes and documentation of the incidents so you have proof.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.If they're directed at you by a superior, this may be considered harassment, and if your superior's actions are based on discriminatory factors, this is against federal law.
Title VII of the Civil Rights Act of 1964 makes it illegal for an employer, manager or supervisor to take certain actions against employees based on their sex, religion, race, national origin or color.
Bullying may take the form of a personal attack that seems to have little to do with the job or the workplace environment.
It can involve spreading rumors, or hurtful gossip or innuendo about a coworker.
Something that happens sporadically might just be bullying.
But bullying by a co-worker can be considered as creating a hostile work environment if your employer or supervisor is aware of the situation and does nothing to stop it.
In face-to-face confrontations, it may include yelling, name-calling, mocking, insulting or ridicule.