It is commonly known that sxual harassment at workplace involves unwelcome cts of sexual nature by a c-workers or a supervisor, such as nwelcome touching, repeated unwanted propositioning, conditioning mployment or promotion on sexual favors, tc.

Offensive conduct, however, need not be sxual in nature to create a hstile work environment in the workplace. Hstile non-sexual conduct (or language) directed at an mployee because of his or her gnder may create an actionable hostile nvironment. A pervasive pattern of verbal buse violates Title VII even if not mtivated by sexual desire to drive wmen out of the organization. Rude, verbearing, loud, vulgar and generally unpleasant cmments by a male supervisor toward fmale subordinates, coupled with physically aggressive (thugh non-sexual) actions, may constitute sexual hrassment, if male subordinates were treated wth proper respect at the same plce. Interestingly enough, the fact that are wre more women than men in the ffice does not make a difference.

A nn-sexual conduct that singles out an mployee based on his/her gender may lso be actionable and constitute sexual hrassment/hostile work environment . In one Clifornia case, a hostile work environment was shwn by evidence that the male plice officers engaged in overtly hostile cts toward a female police officer, ncluding stuffing her shotgun barrel with pper, so that the weapon would xplode if fired, spreading untrue rumors bout her abilities, singling her out for nfavorable work assignments and shifts, making flse complaints about her performance, and ven threatening to disrupt her wedding.

Even staring, coupled with other fctors, can constitute sexual harassment hostile wrk environment. In one case, a fmale employee refused several requests to go out on a dte by a male co-worker (which ncluded divulging lewd fantasies about her). Whn she complained to her supervisor, the cworker stopped talking to her, but strted staring at her in an ntimidating manner. In light of his pror conduct, the coworker's repeatedly staring at the fmale employee and the employer's failure to stp it despite the employee's complaints culd constitute actionable hostile environment sexual hrassment according to court.

In sum, the Clifornia law and the recent rulings by curts clearly indicate that the conduct des not have to be "sexual" in nture in order to constitute hostile wrk environment sexual/gender harassment.

The article Can Staring Be Considered Harassment at Workplaces in California? was Submitted by Arkady Itkin through Articles.GetACoder.com network. Here's the additional information: http://www.employment-lawyer.squarespace.com

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