Sexual harassment is considered an intentional tort in Georgia. It has long been the law that a person who has been assaulted or raped can bring suit against the wrongdoer and ask a jury to award general and punitive damages. Georgia recognizes a common law action for sexual harassment — which can either be an assault or classified as intentional infliction of emotional distress.
It is illegal to harass anyone, male or female, because of that person's sex. In fiscal year11, charges of sexual harassment were filed with the EEOC. Both women and men file sexual harassment-related charges each year.
University of North Georgia is committed to maintaining a fair and respectful environment for living, work and study. Reports of sexual harassment will be met with appropriate disciplinary action, up to and including dismissal from the University. Sexual harassment constitutes discrimination and is illegal under federal and state law, and Board of Regents policy. For the purposes of this policy, sexual harassment is defined, as in the Equal Employment Opportunity Commission Guidelines, as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when, for example:.
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Sexual harassment is now criminally prosecutable in Georgia, after parliament unanimously voted to pass a bill in its third reading. Until now, there has been no concept of sexual harassment in Georgian law, and accordingly, there was no criminal responsibility for such actions. Sexual harassment will incur a fine of GEL about dollars in the form of administrative punishment.
UN Women. World Bank. Although reliable national data are lacking, figures from European Union EU countries reveal that one in two women has experienced sexual harassment at least once. Despite the magnitude of the problem, sexual harassment is considered to be a taboo topic in Georgia, and many people who have experienced it are unaware that it is a form of violence and discrimination.
There is no state law prohibiting sexual harassment by private employers. Additional information is available. This exclusive special report covers hiring records, employment relationships, termination records, litigation issues, electronic information issues, tips for better recordkeeping, and a list of legal requirements.