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Sexual harassment in the workplace in US labor law has been considered a form of discrimination on the basis of sex in the United States since the mid-1970s. [1] [2] There are two forms of sexual harassment recognized by United States law: quid pro quo sexual harassment (requiring an employee to tolerate sexual harassment to keep their job, receive a tangible benefit, or avoid punishment) and ...
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While sexual harassment is a form of workplace harassment, the United States Department of Labor defines workplace harassment as being more than just sexual harassment. [10] "It may entail quid pro quo harassment, which occurs in cases in which employment decisions or treatment are based on submission to or rejection of unwelcome conduct ...
The problem has become so pronounced that a threat management center has been opened in Crystal City, Virginia, where a staff of about 25 marshals and analysts monitor a 24-hour number for reporting threats, use sophisticated mapping software to track those being threatened and tap into a classified database linked to the FBI and CIA. [53]
An employee is protected from discrimination based on age if he or she is over 40. Since 1978, the ADEA has phased out and prohibited mandatory retirement, except for high-powered decision-making positions (that also provide large pensions). The ADEA contains explicit guidelines for benefit, pension and retirement plans. [7]
Arlington (Virginia Square) United States Fish & Wildlife Service: Bailey's Crossroads: National Reconnaissance Office (NRO) Chantilly: National Reconnaissance Operations Center: Chantilly: Defense Health Agency (DHA) Falls Church: Defense Contract Audit Agency (DCAA) Fort Belvoir: Defense Logistics Agency (DLA) Fort Belvoir
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