• Violence in the Workplace, 1993-99.
  • It is also important to have humour in the workplace.
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In 2001, there were 643 workplace homicides, a total that excludes fatalities from the attacks of September 11, 2001.

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Minor versions, major problems – Ellen's Digital Workplace

Strengthen nursing (and by extension, patient care) at your workplace by:
But other employers pay attention to the risk and consequently suppress any speech that might possibly be seen as harassment, even if you and I would agree that it's not severe or pervasive enough that a reasonable person would conclude that it creates a hostile environment. Likewise, some fact-finders are imposing fairly low thresholds of severity or pervasiveness, even as other fact-finders are imposing higher ones. In those cases, the law may pose First Amendment problems regardless of whether it's underenforced in other situations.

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Homicides were the third leading cause of death at the workplace with 609 workplace homicides.
1998) ("[P]ersonal observation is not the only way that a person can perceive, and be affected by, harassing conduct in the workplace. One can also be affected by knowledge of that harassment"). Keenan v.


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Here are several ways you can manage stress in the workplace:Recognize warning signs of stress.
1997 ("the Goya incident illustrates that workplace conduct -- and, yes, even paintings -- that once may have been considered acceptable may no longer be"; thisis said in an article aimed at "provid[ing] a basic definition of sexual harassment and outlin[ing] steps employers can take to prevent harassment in the workplace and avoid liability if harassment occurs"); Madison, Wisc.,, Municipal Code § 3.23(2)(ff) (defining "sexual harassment" to include "display of sexually graphic materials which is not necessary for business purposes").

1990) (employer has "legal duty to eliminate sexual harassment in the workplace"); Munn v.
In another case, the EEOC concluded that an employer had racially harassed a Japanese-American employee by (1) creating an ad campaign that used images of samurai, kabuki, and sumo wrestling to refer to its Japanese competition, and (2) referring to the competition in internal memos and meetings using terms such as "Jap" and "slant-eyed." There were no allegations that the slurs were used to refer to the complaining employee (though it's of course understandable that he found them offensive). Curiously, the EEOC did not focus exclusively or even primarily on the slurs; it seems to have viewed the ads themselves as being as offensive -- and as illegal -- as the slurs. The case was finally settled "for undisclosed monetary terms and other commitments." Similarly, the Office of Federal Contract Compliance Programs (OFCCP) characterized anti-veteran postings at Ohio State University as harassment based on Vietnam-era veteran status:

OFCCP's onsite review revealed that the University had not maintained a working environment free of harassment, intimidation and coercion based upon covered veteran status for special disabled veterans and veterans of the Vietnam Era. For example, in one of the departments Professors displayed inflammatory pictures and postings, offensive to Vietnam era veterans on their office windows facing the corridors. But a Vietnam era veteran was required to remove a poster considered offensive by members of a non-protected group. During the most recent military action of Operation Desert Storm, the negative attitude toward Vietnam era veterans became vocal. Complaints regarding the offensive postings and verbal harassment were brought to the attention of University Executives.

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The first place to look in determining the scope of harassment law, of course, is the legal definition of "harassment." Speech can be punished as workplace harassment if it's

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627 (1997).

Workplace harassment law is a speech restriction of remarkable breadth. It goes far beyond slurs, hardcore pornography, repeated vulgar sexual propositions, and the like, and can suppress, among other things,

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Sexually Themed Jokes: The Montana Human Rights Commission has found a hostile environment based on off-color jokes and cartoons displayed in the workplace. None of the jokes were said specifically to the complainant; none referred to her; the cartoons were distributed by men and women alike, apparently once or twice a month over several years; the cartoons weren't even sexist or misogynistic. The Commission, however, was not amused. It concluded that the jokes "ha[d] no humorous value to a reasonable person," and "offended [complainant] as a woman." The Commission ordered the city to pay damages, to "not .

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(There were a total of 444 workplace deaths of women in 2003 -- 31% were the result of highway incidents, 27% were homicides, and 9% were falls.)