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Unfortunately, there isn't any law that will give you a quick resolution to this issue.
Hostile work environment, while also not a quick acting law, doesn't actually apply here. The Supreme Court has stated that that term only refers to harassment based on YOUR race, religion, gender, age, disability or FMLA use. That is not what is happening here.
This is an employer safety issue, but unfortunately, all the law does in terms of employer safety is make the employer financially liable if something were to happen in the workplace.
The only thing that you can do quickly is refuse to go into work and, if you were terminated, file for unemployment based on your employer not providing a safe work environment.
I really wish that I could tell you differently here and I would force one of my employers to address this issue quickly, but obviously your employer is not one of mine. You will have to continue to work through your HR department, because this is not yet an issue that a court can deal with, in terms of employment law.
Your employer can fire him, yes. My point is that you can't FORCE them to fire him.
Your employer has plenty of power here, but I'm not answering this question for them. I'm answering it for you and so I need to restrict the answer to what you can have done, which is very little.
If your employer, after you work through HR, wants to fire him and keep him out of the building, they have every right and ability to do that. But you are not in a legal position to demand that they do that.
I see that you requested a refund. While I understand your not being happy with the law here, I would have liked the opportunity to answer any follow up questions that you may have had rather than having your rating of me removed.
I really wish I could have given you the answer that you wanted. Instead, I respected you enough to be honest with you. I would have hoped that that was what you wanted.
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