@OmSigDAVID,
Harassment remains a pervasive problem in American workplaces. The number of harassment charges filed with the EEOC and state fair employment practices agencies has risen significantly in recent years. For example, the number of sexual harassment charges has increased from 6,883 in fiscal year 1991 to 15,618 in fiscal year 1998. The number of racial harassment charges rose from 4,910 to 9,908 charges in the same time period.
While the anti-discrimination statutes seek to remedy discrimination, their primary purpose is to prevent violations. The Supreme Court, in Faragher and Ellerth, relied on Commission guidance which has long advised employers to take all necessary steps to prevent harassment.2 The new affirmative defense gives credit for such preventive efforts by an employer, thereby “implement[ing] clear statutory policy and complement[ing] the Government’s Title VII enforcement efforts.”3
The question of liability arises only after there is a determination that unlawful harassment occurred. Harassment does not violate federal law unless it involves discriminatory treatment on the basis of race, color, sex, religion, national origin, age of 40 or older, disability, or protected activity under the anti-discrimination statutes. Furthermore, the anti-discrimination statutes are not a “general civility code.”4 Thus federal law does not prohibit simple teasing, offhand comments, or isolated incidents that are not “extremely serious.”5 Rather, the conduct must be “so objectively offensive as to alter the ‘conditions’ of the victim’s employment.”6 The conditions of employment are altered only if the harassment culminated in a tangible employment action or was sufficiently severe or pervasive to create a hostile work environment.7 Existing Commission guidance on the standards for determining whether challenged conduct rises to the level of unlawful harassment remains in effect.
This document supersedes previous Commission guidance on the issue of vicarious liability for harassment by supervisors.8 The Commission’s long-standing guidance on employer liability for harassment by co-workers remains in effect - - an employer is liable if it knew or should have known of the misconduct, unless it can show that it took immediate and appropriate corrective action.9 The standard is the same in the case of non-employees, but the employer’s control over such individuals’ misconduct is considered.10
II. The Vicarious Liability Rule Applies to Unlawful Harassment on All Covered Bases
The rule in Ellerth and Faragher regarding vicarious liability applies to harassment by supervisors based on race, color, sex (whether or not of a sexual nature11), religion, national origin, protected activity,12 age, or disability.13 Thus, employer
