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Anti-Harassment Policies Sexual Harassment

Permissive Cultures Make Training a Scapegoat rather than a Competitive Advantage

by NAVEX Global on

Thanks to the onslaught of digital tools available to us today, primarily social media, we are getting a glimpse behind the curtain at a lot of companies. Employees are freely commenting on their employers, and the missteps...more

Is Your Anti-Harassment Training Making the Grade?

by Miller & Martin PLLC on

If your initial response to this question is, "What anti-harassment training? Are we still supposed to be doing that? Isn't that kind of 'old school'?", your first step needs to be planning anti-harassment training in 2017....more

Third Circuit Rules Private Hospital Is Subject to Medical Resident’s Title IX Claims

by Seyfarth Shaw LLP on

Seyfarth Synopsis: In Doe v. Mercy Catholic Medical Center, No. 16-1247 (3d Cir. 2017), the U.S. Court of Appeals for the Third Circuit recently held that the nondiscrimination and anti-harassment protections of Title IX...more

Christmas party incident of sexual harassment leads to dismissal, then reinstatement, of firefighter

by Dentons on

A male firefighter who had been “drinking heavily” has won reinstatement to his job after being fired for sexually harassing a female coworker at the fire department’s Christmas party. The Christmas party was held at a...more

From the Archives: Back to the Basics on Sexual Harassment Prevention

by Shipman & Goodwin LLP on

Wrapping up my look back this shortened week at some “Basics” posts, here’s a reminder of the obligations employers have to conduct sexual harassment prevention trainings. Have a wonderful Thanksgiving and thanks for your...more

The Continuing Expansion of Sexual Harassment Training Requirements in California

by Littler on

A dozen years ago, the passage in California of Assembly Bill (AB) 1825 began required sexual harassment prevention training for supervisors in companies with 50 or more employees.  Since then, California has led the nation...more

How to Address and Prevent Systemic Sexual Harassment in the Workplace

by JD Supra Perspectives on

With sexual harassment suits carrying multimillion-dollar price tags, what can employers do to avoid the sting of litigation?...more

Transgender Issues in the Workplace: Legal Issues and Considerations for Companies

by Snell & Wilmer on

Over this past year, there has been an increasing amount of attention on transgender persons both in the media and in the law. Garnering particular attention, North Carolina passed Senate Bill 2 which prohibits students and...more

Harassment Investigation Techniques

by Zelle LLP on

In a recent post, we talked about how digital technology can provide a platform for sexual harassment in the workplace. Today, we want to focus on the investigation of complaints of sexual harassment, including a review of...more

Employment Law Navigator – Week in Review: September 2016 #2

by Zelle LLP on

Last week, as we learned that the CIA has invested in another Big Data analytics startup, new headlines and commentary addressed the dangers of hidden bias in technology. LinkedIn changed its search algorithm after the...more

Bill 132 Update: MOL Releases Code of Practice to Help Employers Comply with OHSA’s Harassment Provisions

by Dentons on

Further to our series of posts on Ontario’s new Sexual Violence and Harassment Legislation, which amends the Occupational Health and Safety Act, the Ontario Ministry of Labour has recently issued a Code of Practice to Address...more

Complete Maintenance Janitorial Service to Pay $45,600 to Settle EEOC Sexual Harassment Suit

Female Employee Sexually Harassed, Assaulted and Threatened by Supervisor, Federal Agency Charged - NEW ORLEANS - Complete Maintenance, Inc., a Dallas/Fort Worth commercial janitorial service doing business in the New...more

Getting Past “Not Horrible”: Addressing Office Bullies is Good for the Bottom Line

by Foley & Lardner LLP on

A Dallas jury recently awarded a verdict of more than a million dollars to a vocational nurse based upon her claims of sexual harassment and intentional infliction of emotional distress. While it appears that verdict will not...more

Poor Policy Publication Revives Sexual Harassment Suit in the Fifth Circuit

Maintaining a company anti-harassment policy on a bulletin board and website is not enough to avoid liability for sexual discrimination according to a recent decision. On July 20, 2016, the Fifth Circuit Court of Appeals...more

Fifth Circuit Decision Reinforces The Importance of Clearly Communicating Anti-Harassment Policies

A well-drafted anti-sexual harassment policy and complaint procedure can provide useful defenses for employers defending against claims of sexual harassment. However, a recent decision from the Fifth Circuit should remind...more

The Countdown is On: The New OHSA Amendments Come into Force in Less Than 60 Days

by Dentons on

As we previously reported, the amendments to the Occupational Health and Safety Act introduced by Ontario’s Sexual Violence and Harassment Legislation, An Act to amend various statutes with respect to sexual violence, sexual...more

EEOC's Select Task Force Study of Harassment Provides Robust Training Guidance

by Foley & Lardner LLP on

Last month the EEOC’s Select Task Force on the Study of Harassment in the Workplace issued a long-awaited report. That report is a four-part, 88-page document — meaning digesting the report is a hefty task. Fortunately, the...more

Sexual Violence and Harassment Action Plan Act

by Dickinson Wright on

Ontario’s new sexual violence and harassment law, the “Sexual Violence and Harassment Action Plan Act, 2015” comes into force on September 8, 2016. The new law, which arises from the Ontario Government’s report, “It’s Never...more

Is Your Organization Prepared for Ontario Bill 132?

by NAVEX Global on

On September 8, 2016, new legislation in Ontario will go into effect requiring employers to investigate incidents or complaints of harassment or sexual harassment in the workplace. Employers with employees in Ontario will...more

California Employers: New Requirements In Effect April 1, 2016. Is Your Harassment/Discrimination Policy Ready?

On April 1, 2016, recent changes by the California Fair Employment and Housing Council to the regulations implementing the state’s Fair Employment and Housing Act (FEHA) took effect. Among the changes are an expanded training...more

New California Regulations Regarding Discrimination, Harassment and Pregnancy Disability Leave

New California anti-discrimination, anti-harassment, and pregnancy disability leave regulations went into effect on April 1, 2016.  The substantive law regarding these issues has not changed.  However, the new amendments...more

Amended California FEHA Regulations Take Effect on April 1 and Impose New Requirements on Employers

by WilmerHale on

On April 1, 2016, amendments to California's Fair Employment and Housing Act (FEHA) regulations, dealing with the prevention of discrimination, harassment and retaliation, go into effect. The amendments place an affirmative...more

New Anti-Harassment and Discrimination Regulation Sends California Employers Scrambling to Revise Policies and Practices by April...

by Lathrop & Gage LLP on

Just as we thought it was safe to put away our handbooks and policies until 2017, California lawmakers threw a last minute zinger at employers. Effective APRIL 1, 2016, a new regulation under California’s Fair...more

The New California Regulations Part III Sexual Harassment and Abusive Conduct Training

The California Office of Administrative Law recently approved regulations drafted by the California Fair Employment and Housing Council. These new regulations, covering the entire gamut of employment law topics within the...more

Employment Law Reporter - March 2016

by Ervin Cohen & Jessup LLP on

On April 1st, new regulations adopted under the Fair Employment and Housing Act (FEHA) take effect that require California employers of at least 5 individuals to develop written discrimination, harassment, and retaliation...more

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