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To be unlawful, the conduct must create a work environment that would be intimidating, hostile, or offensive to reasonable people.” her age, or a claim by a woman with disabilities that she is experiencing a hostile work environment due to her gender and also not granted reasonable accommodation for her disability).
The EEOC enforces quite a number of federal laws having to do with discrimination in the workplace.
Specifically, the EEOC enforces compliance with Title VII of the Civil Rights Act of 1964, the Pregnancy Discrimination Act (PDA) of 1978, the Equal Pay Act (EPA), the Age Discrimination in Employment Act (ADEA) of 1967, Title I of the American with Disabilities Act of 1990, Sections 102 and 103 of the Civil Rights Act of 1991, Sections 501 and 505 of the Rehabilitation Act of 1973 and the Genetic Information Nondiscrimination Act (GINA) of 2008.
More information summarizing each of these laws can be found below.
Under one type of sexual harassment discrimination, you simply need to experience a hostile work environment (see more below) which means that the perpetrators could be anyone you encounter in the workplace (including non-employees such as clients and customers).
Although the law doesn’t prohibit simple teasing, off-hand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted).