Amendments to the California Fair Employment and Housing Act have made certain requirements regarding the mandatory harassment prevention training and the payment of overtime wages more "employer friendly."
Most employers are anxious when faced with discrimination and harassment complaints. And with good reason: Such complaints can lead to workplace tension, government investigations, and even costly legal battles. If the complaint is mishandled, even unintentionally, an employer may unwittingly put itself out of business.
Reduce your legal risks by dealing with discrimination and harassment complaints quickly and carefully.
On the ever-changing landscape of employment law, harassment prevention training has evolved from a "good idea" to a legal imperative for employers.
New research suggests that women who work in relatively equally matched gender groups were more likely to be harassed than women who work in predominantly male or female groups.
Ask yourself the following questions to determine whether your employer's anti-harassment efforts really protect the organization and its employees.
Ask the following questions to evaluate whether actions that may intrude on employee privacy are supported by a legitimate business purpose:
Follow these tips to avoid the risk of defamation liability:
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The following sample sexual harassment policies include all the elements that a sexual harassment policy should contain.
Use this flow chart to understand the circumstances under which an employer can be liable for sexual harassment.
Should your organization provide leadership training? One of the best ways to determine if there should be leadership training is to conduct a needs assessment.
TO:
What follows are some sample questions that may be used to measure employees' factual knowledge of sexual harassment.
Dear [ ]:
EEOC statement on national origin and accent harassment
The following employer response to an EEOC charge was provided by Stephen J.
Whistleblower policy
You know all about harassment in the workplace, but what about harassment that doesn’t necessarily fall under those categories?
Because of this widespread use of computers, employers should consider formulating a computer use policy.
Yes.
No, absolutely not. There are risks in taking no action, too.
Sexual harassment does not include occasional compliments of a socially acceptable nature.
Sexual harassment, whether physical, verbal, or both, usually requires a pattern of ongoing offensive behavior.
Violation of any provision of Arizona's jury duty leave law is a class 3 misdemeanor (Sec. 21-236(C)).
Same-sex marriage.— On November 4, 2008, voters in Arizona approved Proposition 102, a measure that would impose a constitutional ban on gay marriage in the sta
No permit is required to carry a deadly weapon within one's own dwelling or business premises or on real property one owns or leases.
School districts.— Teachers may challenge any information in their personnel files by formal letter or other evidence, which must be added to the state records.
Willful harassment of a juror by an employer is a class 2 misdemeanor (Secs. 13-71-134(2) and 18-8-614(2)).