XpertHR • January 13, 2017
The US Equal Employment Opportunity Commission (EEOC) has released for public input a proposed enforcement guidance addressing unlawful harassment under federal employment discrimination laws. The report builds on recommendations from the agency's Select Task Force on the Study of Harassment in the Workplace, which were issued in a report last summer. Employers and other stakeholders may submit comments until February 9, 2017.
Ogletree Deakins • September 29, 2016
In an interview last month, the 2016 Republican presidential nominee stated that if his daughter were sexually harassed, he “would like to think she would find another career or find another company.” His son later stated that because his sister was “a strong, powerful woman[, s]he wouldn’t let herself be, you know, subjected to [sexual harassment].” Both comments have sparked a backlash that has once again brought the issue of sexual harassment to the fore.
XpertHR • August 28, 2016
The rapid fall of Fox News Chairman and CEO Roger Ailes this summer amidst multiple sexual harassment claims has once again brought this diciest of workplace issues to the forefront. Ailes certainly isn’t the first high-profile leader felled by sex harassment charges, but he was right at the top in terms of power.
Ogletree Deakins • August 17, 2016
Chai Feldblum is a Commissioner of the U.S. Equal Employment Opportunity Commission (EEOC). She co-chaired the EEOC Select Task Force on the Study of Harassment in the Workplace, and produced a report in June of 2016, together with Commissioner Victoria Lipnic, that drew on the work of the task force.
Ogletree Deakins • July 31, 2016
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 revived a sexual harassment lawsuit filed by a school board’s clerical employee who alleged inappropriate comments and touching from a manager. While the board’s policy manual contained reasonable policy and complaint procedures to prevent harassment, the court found evidence the board made insufficient efforts to train the alleged harasser and other employees about such policies. This case clarifies the scope of an important affirmative defense for employers and demonstrates the importance of clearly explaining policies to employees. Pullen v. Caddo Parish School Board, No. 15-30871, Fifth Circuit Court of Appeals (July 20, 2016).
Ogletree Deakins • July 05, 2016
On June 20, 2016, the EEOC published the Report of its “Select Task Force on the Study of Harassment in the Workplace.” (Check out an executive summary of the Report here.) That Task Force, formed in January 2015, also impaneled a group of outside experts to examine the causes, effects, and prevention of workplace harassment.
The US Equal Employment Opportunity Commission (EEOC) Select Task Force on the Study of Harassment in the Workplace has released its report after a 14-month study of workplace harassment. The report includes a toolkit of compliance assistance measures for employers, and encourages employers to offer compliance trainings "on a dynamic and repeated basis to all employees."
Jackson Lewis P.C. • May 15, 2016
The U.S. Departments of Justice (DOJ) and Education (DOE) have issued a joint “Dear Colleague Letter” (DCL) containing “significant guidance” on how these departments will apply sex discrimination protections under Title IX of the Education Act of 1972 to transgender students.
XpertHR • February 11, 2016
February 14th is almost here
A day that many Valentines hold so dear
XpertHR • February 08, 2016
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.