Total Articles: 10
Brody and Associates, LLC • May 22, 2018
In the wake of the Harvey Weinstein revelations and the numerous claims of alleged sexual harassment against big name celebrities and public officials, employers are re-examining their sexual harassment policies. As the number of sexual harassment allegations have increased in almost every business sector, more and more women have felt empowered to come forward. This tests employers’ ability to timely investigate the claims and determine what, if any, appropriate corrective action is warranted against the alleged harasser. It also tests the employers’ ability to respond to claims that lack merit. However, another challenge is what happens when the dust settles and the victim or non-victim is a still a current employee?
FordHarrison LLP • May 22, 2018
Executive Summary: A proposed new law called “Stop Sexual Assault and Harassment in Transportation Act” takes aim at sexual assault and harassment in the airline industry.
Littler Mendelson, P.C. • May 21, 2018
After a tumultuous 2017, federal, state, and local governments have spent the start of 2018 reconsidering their approach toward sexual harassment in the workplace. While the federal government has focused on settlement and arbitration agreements, state governments have attempted a variety of techniques to address sexual harassment. States are considering legislation ranging from additional sexual harassment training, to protecting employees from retaliation when they are the victims of sexual harassment. This article discusses the new laws that seek to combat sexual harassment, as well as those legislative efforts that remain pending.
Sexual harassment policies and training will remain a concern to many employers in 2018, according to a recent XpertHR survey. The survey revealed that employers plan to tackle the issue in a variety of ways, including:
Fisher Phillips • April 09, 2018
Steve Loewengart authored the article “The Rise of Love Contracts: Workplace Relationships in a Post #MeToo Era” featured in Ohio Matters Magazine. In a post #MeToo era it has become necessary for employers to establish and promote clear policies on office romances.
Brody and Associates, LLC • March 25, 2018
The Court of Appeals for the Second Circuit recently upheld a $125,000 award against the University of Connecticut Health Center (UCHC), holding the Center responsible for an employee’s sexual harassment of a coworker.
Ogletree Deakins • March 19, 2018
As many employers are attempting to navigate the #MeToo movement and cultural changes surrounding sexual harassment claims, they now face another legal issue on the harassment horizon: how to address harassment allegations involving wordless communications—namely, emojis. Workplace harassment claims regarding emojis are increasing at a significant rate and leaving employers scratching their heads.
XpertHR • February 26, 2018
The Dallas Mavericks basketball team fired its head of human resources in the wake of a Sports Illustrated report detailing a hostile work environment. The report cited numerous complaints by current and former staff members, both male and female, of a sexually hostile work culture in the organization's front office. Employees pointed to the team's HR department as part of the problem.
Littler Mendelson, P.C. • February 23, 2018
Dear Littler: I am a senior HR manager at a mid-sized company. One of our female team members just reported her manager, a vice president, for inappropriate conduct. She claims that what started out as mild flirtation on his part has progressed to outright sexual solicitation and unwelcome physical contact. Our company just can’t accept this kind of behavior. Can I go ahead and terminate him immediately?
XpertHR • February 15, 2018
The fall of 2017 may forever be remembered for launching the #metoo movement as bombshell sexual harassment claims against big names arose seemingly every other day.