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All of this negatively affects academic achievement.Yet in the face of mounting evidence of harm—and several decades of research and analysis—addressing teen dating violence remains a low priority in public schools, according to a new report published in the peer-reviewed journal For the study, researchers surveyed a nationally representative sample of high-school principals on their knowledge of teen dating violence—defined in the study as verbal, physical, emotional, or sexual abuse—as well as their schools’ policies, and their beliefs about the role of school personnel in both preventing dating abuse and assisting victims.: "a pattern of abusive behavior in any relationship that is used by one partner to gain or maintain power and control over another intimate partner.

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For more information, see [9] The ADA protects all applicants or employees, whether or not they are individuals with a disability, from retaliation for protected activity, interference with the exercise of rights under the ADA, disability-related inquiries and medical examinations that are not job-related and consistent with business necessity, and improper disclosure of confidential medical information.

For more information about these and other provisions of the ADA, go to gov/laws/types/

Title VII prohibits sexual or sex-based harassment.

Harassment may violate Title VII if it is sufficiently frequent or severe to create a hostile work environment, or if it results in a "tangible employment action," such as refusal to hire or promote, firing, or demotion.[3] For example: Title VII prohibits retaliation for protected activity.

The ADA prohibits different treatment or harassment at work based on an actual or perceived impairment, which could include impairments resulting from domestic or dating violence, sexual assault or stalking.[5] For example: The ADA may require employers to provide reasonable accommodation requested for an actual disability or a "record of" a disability.[6] An actual disability is a physical or mental impairment that substantially limits one or more major life activities (which include major bodily functions).

A "record of" a disability is a past history of a substantially limiting impairment.For a detailed description of the EEOC charge process, including instructions for filing a charge, refer to the EEOC website at gov/employees/or call 1-800-669-4000/ 1-800-669-6820 (TTY).A federal government applicant or employee who believes that his or her employment rights have been violated under Title VII or the ADA and wants to make a claim against a federal agency must file an "EEO complaint" with that agency.For more information, see [5] The ADA prohibits discrimination based on an actual, history of, or perceived disability, including disparate treatment or harassment.Under the ADA as amended effective January 1, 2009, applicants and employees are protected if an employer treats them differently or harasses them based on an actual or perceived impairment that is not transitory and minor.Title VII of the Civil Rights Act of 1964 (Title VII) prohibits discrimination based on race, color, sex, religion, or national origin, and the Americans with Disabilities Act (ADA) prohibits discrimination on the basis of disability.[1] Because these federal EEO laws do not prohibit discrimination against applicants or employees who experience domestic or dating violence, sexual assault, or stalking as such,[2] potential employment discrimination and retaliation against these individuals may be overlooked.