Equal Employment Opportunity Commission (EEOC)

Consequently, a hostile work environment can be created by a person in management or coworker, whose actions, communications, or behavior makes doing ones job impossible (Gidro & Gidro, 2016). Thus, meaning that the behavior altered the terms, conditions, and/or reasonable expectations of a comfortable work environment for employees. In addition, the behavior, actions, or communication must be discriminatory in nature (Gidro & Gidro, 2016). Nevertheless, discrimination is monitored and guided by the Equal Employment Opportunity Commission (EEOC), which was created by the Civil Rights Act of 1964 (Gidro & Gidro, 2016). Essentially, a hostile environment may result from a broad spectrum of verbal conduct, such as insults, tasteless jokes, nicknames, profanity, and requests for sexual favors. Thus, this would also include physical conduct, like touching, exposure, sexual assault, and

In fact, the EEOC supplies leadership and direction to federal agencies on all facets of the federal government’s equal employment opportunity program (Wolf, 2017). Hence, it is unlawful to discriminate against someone because they protested about discrimination, filed a charge of discrimination or partook in an employment discrimination lawsuit or investigation. However, the employer must have a minimum of 15 employees to be covered by EEOC laws and 20 employees for age discrimination cases (Wolf, 2017). Nevertheless, the laws apply to all types of work conditions, including the hiring and termination process, training, wages, and benefits. On the other hand, the EEOC program also works to prevent discrimination before it occurs through outreach, education and technical assistance