This matching process is a general one. Each situation will need to be reviewed on its own merits. Many of these behaviors fit multiple categories.
When you are trying to link specific workplace behavior to formal complaint categories, there are many factors that have to be considered. It is not a simple question of what is being done, but also of how it is being done. How would reasonable people feel when they are treated this way?
Another important factor is who is being targeted. For example, if any of these behaviors is being directed exclusively toward someone who has been singled out on the basis of one of the prohibited grounds of human rights (see discrimination, discriminatory practices; at MSU, Michigan Office of Civil Rights, MSU Office of Institutional Equity. In Canada, Canadian Human Rights Commission, or provincial Human Rights Commission), then a charge of discrimination might be in order. If it is being used as a form of gender-related humiliation or is based on a person’s sexual orientation, then it may fall within the sexual harassment category. If many of the people in a workplace are being impacted by the behavior, it may point to a poisoned work climate. How widespread is the problem?
Abuse of authority can come only from someone who is in a position of authority.
Further details can be found in the Website glossary.
When you click on a behavioral indicator in the list below, one or more categories will appear. Major categories are distinguishable by their green background. Secondary categories are distinguished by their white backgrounds. These are secondary categories that may also correlate with the behavior in question, depending on the circumstances.