It can take the form of verbal or physical intimidation. Isolation and ignoring a worker can also be qualified as harassment

1. Here Are 5 Tips That Will Keep
your business safe and prosperous.
Tip 1. Know the guidelines for employee overtime.
If your business hires employees, you need to know federallawrequirements for hourlyemployees. Recent changes to federal
law will be effective December 1, 2016. First you needto find out ifthe overtime law appliesto your workers. Exemptions used
to applyto salaried employeesandto those whohave administrative or executive positions—but thisis no longer the case.
Now, employeeswhoearnless than$47,000 a year mayqualifyfor employee overtime. Ifthis law applies to your employees,
institute a systemto keeptrackof employees’ hours on the job.
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Tip 2. Protect yourself from personal injury lawsuits.
Did you know that your business couldbe heldresponsible if one of your employeesgets injured while onthe job? Safeguard
yourselfagainst thisoccurrence bygettingworker’s compensation insurance for your business. Readup onanycommonsafety
issues that are common to your business type. Make sure your employeesare all trainedin how to staysafe inyour workplace.
When all else fails, a firm that specializes inpersonal injurylaw, suchasRossmanPersonalInjuryLawfirm, cancraft a strong
defense for you. (We don’t do anyworker’s compensationor personalinjurydefense work. We onlydo plaintiffs medical
malpractice, plaintiffs serious personalinjuryandplaintiffs employment lawsuits. Plaintiffs are the individuals whoare injured
and filing suit, not the companyor persons defending the case. This last sentence needs to be removed.)
Tip 3. Know what constitutes harassment.
It’s not enough for you to mindyour Ps and Qs. Your employeesneed to be in line as well so that youaren’t at risk ofa h ostile
workplace environment lawsuit. (The problem withthissentence is that generallythere is no such thing as a “hostile workplace
environment lawsuit for bullying. The onlylawsuit for a “hostile workplace environment” is whenthe “hostility” relates to any
of the protectedclasseslisted above. In other words, a hostile environment based upon one’s gender is actionable, but a
hostile environment baseduponthe fact that one employee just doesn’t like the other is not actionable. As the linkedarticle
just relates to statistics relatingto workplace bullying and is not intendedto implythat suchactions are the basis for a valid
lawsuit, a better link would be here: https://www.eeoc.gov/laws/types/harassment.cfm ) Harassment canbe qualifiedas being

2. bullieddue to race, sex, appearance, or some other characteristic. It cantake the formof verbal or physical intimidation.
Isolationandignoring a worker canalso be qualifiedas harassment. Anybehavior that causesanother to sustainemotional
damage maybe groundfor a harassment suit. Protect yourself byproviding workshops to your employeesthat teachproper
workplace conduct and pass out handbooks that outline acceptable andnon-acceptable behaviors.