Re: Job harassment other than sexual

I would have very much liked to have been given more facts, including whether you are a man or woman. I am most struck by the "nudging". It is clearly unlawful for him to make intentional offensive physical contact with you for the purposes of harassing or intimidating you, and it will be viewed as more eggregious if you are a woman. And, if you are a woman, I would not too quickly rule out sex harassment if physical touching is involved. The yelling and screaming may or may not also be actionable. If his intention in all this is in any way to intimidate you into fear for your safety, it could even be criminal. The first potential step for you, if you take action, is to start convincing your company that it needs to deal more forcefully with this situation to avoid liability for workplace violence or other wrongs.

I would be glad to discuss this situation with you and would consider advising or representing you, as you prefer, in your dealings with your employer. Dealing with your employer is touchy, because you have to handle it in such a way as to sell the employer on the legitimacy of your concerns and their common interest in solving it, rather than create an adversarial atmosphere between you and your company which could ultimately harm your future career.

If you would like to discuss this further, feel free to e-mail me with more details at wwisong@earthlink.net, or call at (770) 534-1057.

Re: Job harassment other than sexual

I would have liked to have more information, but I will tell you what I can from what you have written. There is such a thing as a "hostile" work environment. Did you make written complaints, or even verbal ones, in accordance with a sexual harassment policy, or a similar policy within the company? You may have a case, but without knowing more, it's hard to tell. I would have to know more specifics. Some of the things you have mentioned may rise to the level of violations. Please feel free to contact me with more information. It's probably better if you discuss this with an attorney.