You hear someone at your work slander another co-worker. You take offence to this action. Is that harassment?

Question

My co-worker about a month ago called my other co-worker a "****". The women she directed it to was not around but I was. I took high offence to those words. I myself am gay so I know what its like to be called such names in a work place environment.

Is this action considered harassment?
Who should I get in touch with? Labor control Board?
If so how do I get in touch with these people.

P.s. My manager says she did everything she could about but since the women did not directly call our coworker a "****" there isn't much that can be done. Although she may not have said it to her but she said it around me. I think that is Harassment on my end.... Am I correct?

Additional Details

12 minutes ago
So I see Yahoo blocked out the slandor. Although its a horrible name people refer to the hispanic community as.

5 minutes ago
I have hard evendence. There were two other co-workers sitting in the lobby who also heard this

Answer 1

Depends.

There are some jurisdictions where offensive behaviour, even if not directed at you personally, can be considered "creating a hostile work enviroment". This includes inappropriate jokes not directed to or about you, cursing, or discussing various topics. Oddly enough, some women don't want to hear about how many deer you shot and chopped up last weekend in graphic detail, for example - even if it's not sexual or racial.

Generally though, offensive behaviour has to be offensive to you.

Be aware, if your bosses sense that you may "create problems" by insisting on your rights, then they may figure it will make their job easier if they figure out a way to get rid of you before you make more complaints. Every complaint you make is more work and hassle for them.

At the very least, you could suggest to your boss or HR department, that (a) you are formally complaining and (b) the woman you are complaining about should be warned, and (c) a note be put in her employee file with all details and witnesses. That way, if it ever does get to face-to-face insult complaint, there's this previous incident. It will back up what her attitude is and give the company a more reasonable ground for action next time - "She was warned and she still wouldn't shut up.".

Answer 2

As any other mainstream employee working for a large corporation in the US, I've had some harassment training. The short answer is yes and no.

I do know that you have every right to be offended even if 2 people are talking and you simply overhear their conversation and it bothers you. The place to start is either with those people (tell them to stop it) or with their or your manager, or even HR. It can be reported.

What should happen once it is reported in some manner is that these two get a talking to.

The issue with formal, full-blown harassment is that it is not a one-time occurrence. It has to be a repetitive occurrence. Like a guy asking a girl out and her saying no, and him continually trying - that is harassment. If he asks once and she says no - well, no harassment. Your reporting of the incident would presumably be incident #1 - if it continues, then there's a problem

Answer 3

If you want to keep your job or at least keep it and it be enjoyable you should just drop it. And you have no hard evidence unless it's written or recorded. It's just here-say is all. It's not harassment either just because you took offense to it. Besides you were eavesdropping to begin with. I can see your one of those people that when danger doesn't effect them, they jump right int the middle of the danger where it can effect them. Get to work and stay out of other peoples business.

Answer 4

Your boss should be sensitive to the fact that, while the target of the slander wasn't present, you were and it offended you. It shouldn't matter whether the attack was on you or not. Explain to your boss that it still bothered you, and that it would be the same as if they had told an off-color joke. You would have been just as offended by it. If he still does nothing, go over his head to the Human Resources department of your company.