Final answer:
Alternative agencies for handling sexual harassment complaints include the U.S. Equal Employment Opportunity Commission (EEOC), local and state civil rights agencies, and private advocacy groups. Harassment can be based on protected classes such as race, age, or religion. The EEOC has historically been instrumental in defining and enforcing non-discrimination and anti-harassment policies.
Step-by-step explanation:
While Equal Opportunity Advisors (EOAs) are specifically trained to handle sexual harassment cases, there are alternate agencies complainants can contact for additional assistance. These alternative options include the U.S. Equal Employment Opportunity Commission (EEOC), which is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee due to the person's race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability, or genetic information. Furthermore, individuals may contact their local or state civil rights agencies, and in some instances, they may seek recourse through organizations like the ACLU or other private advocacy groups dedicated to civil rights and employment discrimination issues.
Violence and harassment in the workplace are not limited to sexual matters; they can also be connected to discrimination against protected classes as outlined by the EEOC, including race, national origin, religion, or age. It is important to note that a harasser can be anyone in the workplace, including supervisors, co-workers, or even non-employees like clients or customers. Drawing from the legacy and function of the EEOC, as evidenced by the leadership of figures such as Eleanor Holmes Norton and Phyllis Ann Wallace, it is clear that the commission has played a pivotal role in defining and enforcing policies related to harassment and discrimination in the workplace.