Sexual Harassment and How It Can Escalate to Workplace Violence

Sexual harassment is often dismissed as “just words” or “unwanted attention.” But the truth is that harassment can escalate. When ignored or minimized, it sometimes develops into stalking, threats, or even deadly violence. Tragically, there have been cases in the United States where workplace harassment crossed into violence and women were stalked, attacked, or killed by co-workers or supervisors.

The Link Between Harassment and Violence

• Escalation of Behavior: Harassment often begins with inappropriate jokes, comments, or advances. If unchecked, this behavior can escalate into stalking, obsessive attention, and threats.
• Power and Control: Perpetrators may feel entitled to control or dominate their victims, and when rejected, their behavior can turn hostile.
• Warning Signs: Stalking, following outside the workplace, excessive messaging, or showing up uninvited are red flags that harassment is moving into dangerous territory.
• Employer Liability: If an employer ignores complaints or fails to take protective action, they can be held accountable under Title VII and state laws.

Case in Point: From Harassment to Violence

1. E.E.O.C. v. Costco Wholesale Corp. (2018)
   • A female employee was stalked by a male co-worker for over a year. He followed her, made unwanted advances, and loitered near her work area.
   • Costco failed to adequately protect her, leading the EEOC to sue on her behalf.
   • While this case did not end in murder, it shows how stalking linked to harassment creates a dangerous environment.
2. Tragic Examples of Escalation
   • In several documented U.S. cases, women who reported sexual harassment at work were later stalked or killed by co-workers or ex-supervisors. For example, the 2006 case of a female postal worker in California who was harassed by a colleague, later stalked, and eventually murdered by him, underscores the grave consequences of ignoring warning signs.
   • The 2015 shooting at a Kansas lawnmower factory began as harassment allegations against a supervisor and escalated into deadly workplace violence, leaving multiple victims.

Relevance: These cases show that when harassment and stalking are minimized, they can spiral into violent acts with irreversible consequences.

When Domestic Violence Follows Employees to Work

Sexual harassment and stalking are not the only risks. Domestic violence often spills over into the workplace, putting both the targeted employee and co-workers at risk. In some cases, abusers show up at workplaces uninvited, harassing, threatening, or assaulting their partners. The U.S. Department of Labor estimates that nearly one in four large businesses has reported a domestic violence incident in the workplace. Employers cannot dismiss domestic violence as a “private matter” when it creates safety risks on the job. Policies should explicitly recognize this risk and outline procedures for supporting employees and involving law enforcement when necessary.

The Cost of Ignoring Harassment and Violence

• Loss of life: Escalated harassment and domestic violence can lead to tragedy.
• Emotional trauma: Co-workers who witness harassment or violence suffer long-term fear and stress.
• Legal liability: Employers may face lawsuits for failing to provide a safe workplace under OSHA’s “General Duty Clause.”
• Cultural breakdown: Trust erodes when employees see that harassment and violence are ignored until it is too late.

Why U.S. Laws Need to Go Further

While the Occupational Safety and Health Act (OSH Act) requires employers to provide a workplace “free from recognized hazards,” it does not explicitly require comprehensive workplace violence and harassment prevention programs. Unlike Ontario’s Bill 132, which mandates clear policies, training, risk assessments, and supports for victims, U.S. law leaves many gaps. To truly protect workers, the OSH Act must be strengthened to include explicit obligations for employers to prevent and address not only physical violence but also the harassment, stalking, and domestic violence risks that often escalate into workplace tragedies.

What Employers Must Do

• Take All Complaints Seriously: Even “minor” incidents should be investigated promptly.
• Recognize Warning Signs: Repeated unwanted attention, stalking behaviors, or threats must be escalated to HR, security, or law enforcement.
• Address Domestic Violence Risks: Have policies and supports in place for employees dealing with domestic abuse, including safety planning, adjusted schedules, or security alerts.
• Establish Zero-Tolerance Policies: Make clear that harassment, stalking, and retaliation will not be tolerated.
• Provide Safe Reporting Channels: Employees must be able to raise concerns confidentially without fear of losing their jobs.
• Coordinate with Law Enforcement: When stalking, threats, or domestic violence are identified, partner with authorities to protect employees.
• Train Managers and Staff: Employees should know how to recognize harassment, report concerns, and support co-workers.

Take Action with HR Proactive

At HR Proactive, we provide training and tools to help organizations prevent sexual harassment and workplace violence before they escalate into tragedies. From policy development to workplace violence prevention training, we equip employers and employees to recognize warning signs, take action, and create safe workplaces.

Contact HR Proactive today to learn how we can help protect your employees and strengthen your workplace culture.