Written by Dewey authors Ernest Hadley and Natania Davis Federal Sector Harassment Law provides comprehensive coverage of harassment law based on sex, race and color, religion, disability, national origin, age and reprisal. The history of harassment law is rooted in sexual harassment law and cases. Each chapter begins with that history and then explains what the law is today and how/if it differs for the various bases.

Case law examples and analyses are provided throughout from the EEOC, its appellate organization, the Office of Federal Operations, and the courts; EEO enforcement guidance; EEO policy guidance; statutes and regulations. Agency representatives, EEO managers, HR professionals and supervisors will gain a better understanding of agency obligations under the law and how to structure and maintain an effective anti-harassment program. Complainants and their representatives will use Federal Sector Harassment Law to ensure compliance with the rights afforded under these laws and as an invaluable tool in litigating a harassment case.

Federal Sector Harassment Law guides readers through:

• Tangible Employment Actions—including what constitutes a tangible employment action, assessing causation, and the transformation of the law on what it means to be a "supervisor" since Vance v. Ball State University
• Hostile Work Environment—including the history and basic elements of a hostile work environment
• Timeliness—including "continuing violations," Morgan and "unlawful employment practices," and the law since Morgan
• Nature of Conduct—including physical contact, verbal harassment, off-premises conduct, the "unwelcome requirement", racist symbols, ethnic slurs, and more
• Basis of Conduct—including protected status, sex of the perpetrator and victim, conduct directed toward others, and the expansion of the law on sexual orientation in Veretto, Castello, Macy and Baldwin
• Severe and Pervasive Conduct—including factors to determine severity/pervasiveness and standards for evaluating conduct
• Liability for Harassment—including harassment by supervisors, coworkers, and third parties; corrective action; and remedies and damages
• Avoiding Liability—including anti-harassment policies, procedures and programs agencies can implement to safeguard against complaints, and how to respond to harassment complaints

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