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Petty slights, annoyances, and isolated incidents (unless extremely serious) will not rise to the level of illegality.To be unlawful, the conduct must create a work environment that would be intimidating, hostile, or offensive to reasonable people.And I want to thank our employees for their tireless effort and dedication.I'm hopeful that in time, someone will crack the code on a business that can support exceptional neighborhood storytelling for I believe telling those stories remains essential.These were stories that weren't getting told, and because I believe people care deeply about the things that happen where they live and work, I thought we could build a large and loyal audience that advertisers would want to reach.A lot of what I believed would happen did, but not all of it.

If the supervisor's harassment results in a hostile work environment, the employer can avoid liability only if it can prove that: 1) it reasonably tried to prevent and promptly correct the harassing behavior; and 2) the employee unreasonably failed to take advantage of any preventive or corrective opportunities provided by the employer.The employer will be liable for harassment by non-supervisory employees or non-employees over whom it has control (e.g., independent contractors or customers on the premises), if it knew, or should have known about the harassment and failed to take prompt and appropriate corrective action.When investigating allegations of harassment, the EEOC looks at the entire record: including the nature of the conduct, and the context in which the alleged incidents occurred.Employees are encouraged to inform the harasser directly that the conduct is unwelcome and must stop.Employees should also report harassment to management at an early stage to prevent its escalation.

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