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Be my workplace valentine? We’ll see . . .

Psychology Today had a great article by social psychologist and professor Theresa DiDonato about nine questions one should ask oneself before starting a workplace romance. Of course, the article was written primarily from a psychological point of view, but I think the same questions work from a legal standpoint. Here are Professor DiDonato’s questions, with my “legal/HR” answers.

A Valentine’s Day Poem for Employers

February 14th is almost here A day that many Valentines hold so dear

Roadmap for Handling Harassment Complaints When Perpetrator is Unknown

When it comes to a textbook case of workplace harassment, an employer’s job is generally straightforward – record the victim’s complaint; interview the victim, the alleged harasser and any potential witnesses; gather evidence; and implement interim measures to separate the victim and the alleged harasser. Then, impose any necessary discipline if harassment is confirmed.

Did Bill Clinton “sexually harass” Monica Lewinsky? Uh, no.

If you’re following the 2016 presidential elections at all, you know that Hillary Clinton’s political opponents are trying to attack her by making an issue of Bill’s sexual misconduct. One of the things being said by some of Hillary’s opponents is getting under my skin from an employment law standpoint.

When a customer harasses your employee – what should you do?

As an employer, what do you do when one of your employees reports being sexually harassed by a vendor?

Sexual Harassment: The Final Frontier of Workplace Gender Equality

The 800-pound gorilla in the office is (likely) wearing a suit and tie.

EEOC's Enforcement Strategy Yields $17 Million Verdict in Sexual Harassment Case

Preventing employee harassment through investigations and lawsuits is one of the pillars of the Equal Employment Opportunity Commission's current enforcement strategy.

Darn.

The Marchuk v. Faruqi law firm sexual harassment case has been “amicably resolved.” Now, what will we gossip about?

Risky Business: A Three-Step Plan For Addressing Harassment By Nonemployees

Employers have long understood that they face potential liability when an employee is sexually harassed by another employee and they do nothing to prevent or fix the known problem. It is also true, but perhaps less well known, that similar liability can result when employees are harassed by customers, patients, or other nonemployees. Ignorance of this potential liability can be costly, but you can minimize your risks by following a simple three-step plan.

Making Sexual Harassment Prevention Training Effective

Sexual harassment training has become a rite of passage for new supervisors in certain states. For example, for California employers, supervisors must attend training every two years. Various other states have sexual harassment prevention requirements for private and public employers.