Anita Kelley Law represents employees in sexual-harassment and hostile-work-environment matters. Harassment can involve sexual conduct or other unwelcome conduct based on sex, and it can occur in person or through workplace communications.

Information that can help evaluate what happened

• What was said or done, how often, where, and by whom
• Whether the conduct was unwelcome and how it affected work
• Reports to management or human resources and the response
• Messages, images, schedules, evaluations, witnesses, and policy documents
• Any discipline, reassignment, exclusion, or termination after a report

Harassment and retaliation are distinct questions

Not every offensive interaction meets the legal standard for unlawful harassment, and the full context matters. A separate retaliation issue may arise if an employer takes materially adverse action because an employee reported or opposed discrimination.

Official information and related resources

• EEOC harassment guidance
• EEOC questions and answers for employees
• Read Anita’s hostile-work-environment article

Common questions

Is all workplace bullying illegal harassment?

No. Unlawful harassment generally requires a connection to a protected characteristic or protected activity and must satisfy the applicable legal standard.

Can sexual harassment happen online or while working remotely?

Yes. Workplace harassment can occur through messages, video calls, email, shared systems, or other virtual work interactions.

Should an employee document harassment?

A contemporaneous timeline, relevant messages or images, reports, employer responses, witness names, and policy documents may help, as long as the employee preserves only material they may lawfully keep.