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희롱 | U.S. Equal Employment Opportunity Commission
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a2a_kit_size_32 addtoany_list" data-a2a-url="https://www.eeoc.gov/ko/huilong" data-a2a-title="희롱"><a class="a2a_button_print" aria-label="Print"></a><a class="a2a_button_email" aria-label="E-mail"></a><a class="a2a_dd addtoany_share" aria-label="Share the content" href="https://www.addtoany.com/share#url=https%3A%2F%2Fwww.eeoc.gov%2Fko%2Fhuilong&title=%ED%9D%AC%EB%A1%B1"></a></span> </div> </div> </div> </div> </div> </div> <div class="region region-highlighted"> <div data-drupal-messages-fallback class="hidden"></div> </div> <div class="region region-content"> <div id="block-eeoc-uswds-content" class="block block-system block-system-main-block"> <article about="/ko/huilong" typeof="schema:WebPage" class="usa-prose page"> <article about="/ko/huilong" typeof="schema:WebPage" class="usa-prose page"> <h1><span property="schema:name" class="field field--name-title field--type-string field--label-hidden">희롱</span> </h1> <span property="schema:name" content="희롱" class="rdf-meta hidden"></span> <section class="layout layout--twocol-66-33"> <div class="grid-row grid-gap-lg usa-in-page-nav-container"> <div class="main-content-2 layout__region layout__region--content tablet:grid-col-8 margin-bottom-4 tablet:margin-bottom-0"> <div class="block block-layout-builder block-field-blocknodepagebody"> <div property="schema:text" class="usa-prose margin-top-3 clearfix text-formatted"> <div property="schema:text" class="usa-prose margin-top-3 clearfix text-formatted field field--name-body field--type-text-with-summary field--label-hidden field__item"><p>희롱은 1964년 민권법 타이틀 VII, 1967년 고용연령차별법 (ADEA), 그리고 1990년 미국 장애자법 (ADA)를 위반하는 고용 차별의 형태입니다.</p> <p>희롱은 인종, 피부색, 종교, 성별 (임신 여부 포함), 국적, 연령 (40세 이상), 장애 또는 유전 정보에 따라 불미스러운 행위를 하는 것입니다. 희롱은 1) 공격적 행위가 지속적인 고용 상태가 되거나, 2) 이런 행위가 합리적인 사람에게 위협적, 적대적, 또는 학대적으로 간주되는 업무 환경을 만드는데 충분하게 심각한 경우 불법이 됩니다. 반차별법은 또한 차별에 대한 고소, 증언, 또는 조사, 절차, 또는 소송에 참여하는 사람에 대한 보복성 희롱을 금지하고, 또는 위법적인 개인에 대한 고용 차별 행위를 금지합니다.</p> <p>심각하지 않은 모욕, 짜증, 그리고 고립적 상황 (심각하지 않은 경우)의 행위는 불법으로는 간주되지 않습니다. 불법 행위가 되려면, 합리적인 사람에게 위협적, 적대적, 또는 공격적 업무 환경을 조성해야 합니다.</p> <p>공격적인 행위는 공격적인 농담, 비방, 욕설 또는 험담, 신체적 공격 또는 위협, 협박, 조롱, 모욕 또는 비하, 공격 대상 또는 사진, 그리고 업무 방해 등을 포함하고 이에 국한되지 않습니다. 희롱은 다양한 환경에서 발생하고 다음과 같은 행위를 포함하고 이에 국한되지 않습니다:</p> <ul><li>희롱의 가해자는 피해자의 상사, 다른 지역의 상사, 고용주의 에이전트, 동료, 또는 비직원이 될 수 있습니다.</li> <li>피해자는 희롱을 당하는 사람만이 아니라 공격적인 행위에 영향을 받는 모든 사람이 포함됩니다.</li> <li>불법적인 희롱은 피해자에 대한 경제적 손실, 또는 해고 없이도 발생할 수 있습니다.</li> </ul><p>직장에서의 희롱을 방지하는 것이 가장 좋은 방법입니다. 고용주는 불법적인 희롱을 방지하고 시정하는 적절한 조치를 취해야 합니다. 직원들에게 희롱적인 행위는 수용될 수 없다는 확실한 의사를 보여주어야 합니다. 효과적인 경고 또는 불만 처리 절차를 수립하거나 매니저 및 직원에 대한 괴롭힘 금지 교육 제공, 그리고 직원의 신고 시 즉각적이고 적절한 조치를 취함으로써 이를 방지할 수 있습니다. 고용주는 직원이 자유롭게 문제 제기를 할 수 있고 이를 해결할 수 있는 환경을 만들도록 노력해야 합니다.</p> <p>직원은 가해자를 즉시 신고하여 이런 행위를 중지시켜야 합니다. 직원은 또한 상황 악화를 막기 위해 초기에 경영진에 보고해야 합니다.</p> <h2>희롱에 대한 고용주 책임</h2> <p>고용주는 해고, 승진 또는 고용 실패, 그리고 임금 손실 등 과 같은 부정적인 고용 조치를 초래하는 희롱에 의한 상사의 행위에 자동적으로 책임을 지어야 합니다. 상사의 희롱이 적대적 업무 환경을 만든 경우, 고용주는 다음과 같은 경우에 책임이 면제됩니다: 1) 합리적으로 희롱을 방지하려고 노력하고 즉시 시정한 경우; 그리고 2) 직원이 고용주가 제공한 희롱 방지 또는 시정 기회를 불합리하게 무시한 경우. </p> <p>고용주는 상사가 아닌 통제권을 가진 직원 또는 비직원 (예. 독립 계약자 또는 고객)의 희롱을 인지하고 즉각 적절한 시정 행위를 하지 않은 경우 이에 대한 책임을 져야 합니다.</p> <p>희롱에 대한 조사가 시작되면, EEOC는 행위의 본질, 그리고 사건 발생의 핵심 사항 등에 대한 전반적인 기록을 검토합니다. 희롱의 불법 결정은 사안별로 처리됩니다.</p> <p>귀하가 경함하거나 목격한 희롱이 성 적인 행위라면 성희롱 정보를 참고할 수 있습니다.</p> </div> </div> </div> </div> <div class="layout__region layout__region--content tablet:grid-col-4"> <div class="language-switcher-language-url block block-language block-language-blocklanguage-content" role="navigation"> <div class="usa-language__switcher usa-accordion"> <h2 class="usa-accordion__heading" id="language-switcher-heading"> <button class="usa-accordion__button" aria-expanded="false" aria-controls="language-switcher" id="language-switcher-button" aria-labelledby="language-switcher-heading" aria-describedby="language-switcher-button"> 이 페이지 번역 </button> </h2> <div class="usa-accordion__content usa-prose" id="language-switcher" 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field__item"><div class="border padding-x-1 radius-md"><h2>고용주 적용 범위</h2><p>타이틀 VII와 ADA에 따라 15인 이상의 직원, ADEA에 따라 20인 이상 직원</p></div><p> </p><div class="border padding-x-1 radius-md"><h2>시한</h2><p>180일의 <a href="/ko/node/24197">고소 시한</a><a name="_Hlk52098294"></a></p><p><em>(주법에</em> <em>따라</em> <em>연장</em> <em>가능)</em></p><p><a name="_Hlk52098317">연방</a> 직원은 45일 내 <a href="/node/24506">EEO 카운셀러에게 연락</a></p></div><p> </p><div class="border padding-x-1 radius-md"><h2>자세한 정보:</h2><ul type="disc"><li><strong><a name="_Hlk52098356"></a></strong><a href="/node/24189"><strong>민권법 타이틀 VII</strong></a></li><li><a href="/node/24191">고용연령차별법</a></li><li><a href="/node/24192">미국 장애인법</a></li><li><a href="/node/24341">정책 & 지침</a></li><li><a href="/node/26584">통계</a></li></ul></div><p> </p><div class="border padding-x-1 radius-md"><h2>추가정보:</h2><p><a href="/node/26246"><strong>직장 내 괴롭힘 방지 연구팀 선정</strong></a></p><ul type="disc"><li><a href="/node/25646">연구팀 공동 의장 보고서</a></li><li><a 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