Definition of intimidating work environment
A “tangible employment action" means a significant change in employment status.
Examples include hiring, firing, promotion, demotion, undesirable reassignment, a decision causing a significant change in benefits, compensation decisions, and work assignment.
Racial discrimination occurs when persons are treated differently than others who are similarly situated because they are members of a specific race (e.g., White, Black, Asian, etc.).
Reprisal occurs when employees are treated differently because they are, or were, involved in a protected EEO activity (e.g., seeking or participating in EEO counseling, providing testimony in an EEO investigation or at an EEO hearing, filing a discrimination complaint, or speaking out against discriminatory activities). Liability is premised on two principles: 1) an employer is responsible for the acts of its supervisors; and 2) employers should be encouraged to prevent harassment and employees should be encouraged to avoid or limit the harm from harassment.
EEOC regulation 29 CFR, Part 1614, Section 102 (a) (3) requires agencies to help make the Federal Government a model employer by eliminating discrimination from personnel policies, practices and working conditions. Employees are responsible to come forward and report any behavior they view as harassment before it becomes severe or pervasive.
The EEO Officer shall be informed of this decision, including the decision not to act.
Below is a list of subject matter experts in the Equal Employment Opportunity Office and Human Capital Operations Division, their telephone numbers and areas of expertise.All that is required is a sincere and meaningful belief equivalent to the belief in God held by the more well recognized religions. Discrimination based on sex is prohibited by Title VII of the Civil Rights Act of 1964. The first is a policy or practice which treats similarly situated men or women differently from the opposite gender.