[Guide] Reporting Workplace Harassment (US EEOC)

Guidelines for Reporting Workplace Harassment at Kean/WKU

 

Workplace Harassment by U.S. Equal Employment Opportunity Commission (EEOC), Updated April 29, 2024

 

 

[INFO] Key points on workplace harassment as outlined by the U.S. Equal Employment Opportunity Commission (EEOC):

1. Broad Definition of Harassment: The EEOC clarifies that workplace harassment extends beyond sexual harassment, including unlawful harassment based on race, sex, religion, and other protected characteristics, as demonstrated through detailed examples.

2. Examples Provided: The guidance includes specific scenarios to illustrate what constitutes harassment, such as unwelcome comments about an employee's race, religious coercion, and discriminatory remarks related to pregnancy-related conditions.

3. Legal and Corrective Measures: It emphasizes that harassment must meet the legal standard of being either severe or pervasive to be actionable. 

Employers are advised to take corrective actions that are effectively designed to stop the harassment and prevent its recurrence, aligning with both EEO laws and other relevant statutes like the National Labor Relations Act (NLRA).

 

Original of NEWLY UPDATED EEOC "Workplace Harassment". 

 

https://www.eeoc.gov/laws/guidance/enforcement-guidance-harassment-workplace

 

Enforcement Guidance on Harassment in the Workplace

 

20240430EEOC Releases Workplace Guidance to Prevent Harassment _ U.S. Equal Employment Opportunity Commission.pdf

0.16MB

 

 

SHRM's EEOC guide: 

https://shorturl.at/lX247

EEOC Final Guidance Provides Many Examples of Unlawful Harassment

 

20240429_SHRM_EEOC Releases Workplace Guidance to Prevent Harassment _ U.S. Equal Employment Opportunity Commission.pdf

1.51MB

 

* Filing a charge with the U.S. Equal Employment Opportunity Commission (EEOC) involves the following key steps:

1. Preparation: Before filing, gather all necessary information about the discrimination incident, including details of the events, dates, and any correspondence or documentation related to the issue. This will help support your claim.

2. Contacting EEOC: You can initiate your claim by contacting the EEOC office nearest you. This can be done through their website, by phone, or by visiting an office in person. You have the option to discuss your situation with an EEOC staff member who will advise if the situation may be a valid charge of discrimination (https://www.eeoc.gov).

 

3. Filing the Charge: The charge must be filed either in person at an EEOC office or by mail. As of recent updates, the EEOC has also been piloting an online portal where some charges can be initiated online (https://publicportal.eeoc.gov/).

 

4. Mediation Option: Once the charge has been filed, the EEOC may offer mediation between you and the employer as a voluntary way to resolve the dispute. This process is quicker than a formal investigation and, if successful, ends the matter.

 

5. Investigation: If mediation is not successful or not appropriate, the EEOC will begin an investigation into your claim. This could involve gathering more documents, conducting interviews, and visiting the employer's workplace. If they find evidence of discrimination, they will try to reach a voluntary settlement with the employer.

 

Remember, charges must be filed within "180 days" from the day the discrimination occurred.

 

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Practical Guide: How to report Workplace Harassment at Kean/WKU?

Kean & WKU emphasizes a respectful academic environment. Its Academic Integrity Policy underlines respect and integrity, which inherently discourages harassment or public ridicule​.  The university's commitment extends to educational programs promoting appropriate behaviors aligned with American and Chinese standards.

In the Kean policy book, one can report hazing as below:  

Report Hazing:   Members of the Kean University community who are made aware of an alleged hazing incident, who witness a hazing incident or who wish to make a claim of alleged hazing should file an incident report with the Office of Community Standards and Student Conduct here or at stophazing@kean.edu.

 

In WKU, one can report it to WKU HR (hrdept@wku.edu.cn).

 

Individuals who face workplace harassment, systemic discrimination—including sexual misconduct— based on race, gender, nationality, ethnicity, language, or pregnancy at the NJ and/or Chinese campus, and are dissatisfied with the administrative response from Kean/WKU, may directly file a complaint with the U.S. Equal Employment Opportunity Commission (EEOC). This recourse is available because WKU’s governance adheres to U.S. labor laws, placing managers such as the VCAA and EVP from Kean USA and directly employeed by the New Jersey HQ within the US EEOC jurisdiction.

As of April 30, 2024, the EEOC's expanded definition now encompasses a broader spectrum of harassment behaviors, applicable in both physical and virtual settings.

One can follow the "Filing a charge with the U.S. EEOC" as ablove. Complaints shall be directed to the EEOC Office in New Jersey, which oversees the headquarters campus.  

 

https://www.eeoc.gov/field-office/newark/location

Newark Area Office

 

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2024. 05. 07: Guideline added for Kean / WKU

2024. 05. 01 (Labor Day): Initially Archive