Study Shows Workplace Harassment on the Rise
Employment Discrimination and Anti-harassment Laws – What Small and Medium Business Owners Needs to know
small business owners are often unaware that apply to employment discrimination laws for them. Since such operators are usually not the luxury of large human resources departments or in-house counsel, such companies are often in the dark about their obligations under these laws caught. All employers that have 15 or more employees with Title VII of the Civil Rights Act of 1964 (“Title VII”) and the Americans with Disabilities Act (“ADA”) at the latest. Employers with 20 or more employees must also with the provisions of the Age Discrimination in Employment Act (the latest “ADEA”). What do these laws require? They demand that you not discriminate against employees on the basis of the employee’s age, disability, sex, race, color, national origin or religion.
Sexual Harassment and Non-Employees – Employers Beware
Does employers have liability for harassment by non employees in their workplace? May be if they should have known.
W. Garnett & Associates
Human Capital Management
1-888-884-3910
Sexual Harassment Claims Can Be Prevented
Workplace policies and training can prevent sex harassment claims. For example, the University of Texas Medical Branch at Galveston recently settled a case in which a male practice manager alleged that he had been sexually harassed by his female boss, and had been demoted when he complained. Due to a confidentiality agreement, none of the involved parties could comment.
W. Garnett & Associates
Human Capital Management
1-888-884-3910
Risks Still Abound In The Sexual Harassment Arena
According to the Equal Employment Opportunity Commission (EEOC), Sexual Harassment is defined as, “Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment.”
W. Garnett & Associates
Human Capital Management
1-888-884-3910
Sexual Harassment Liability, Seven Steps to Avoid
The United States Supreme Courts landmark 1998 decision makes clear that employers preventive and remedial actions are crucial to the question of liability,” says business-training expert Myron Curry, president of BusinessTrainingMedia.com. The decision says the purpose of sexual harassment laws is not for courts to intervene between employers and employees, but rather to encourage employers to themselves take steps to prevent sexual harassment and remedy it if it occurs.” Curry suggests that if employers take these seven simple actions, they can greatly reduce their organizations sexual harassment liability exposure.
W. Garnett & Associate
Human Capital Management
1-888-884-3910
A Better Way To Handle Discrimination and Harassment Complaints?
What’s on the arisen for workplace Discrimination and Harassment? Most states have laws that the Equal Opportunities argue that people pass through the prohibition of discrimination. Equal employment opportunity, the people a chance to succeed. It is a principle that the fundamental principle of justice expresses.
W. Garnett & Associates
Human Capital Management
1-888-884-3910
Employers, Keep Your Resolutions
Q: As a business owner, I am wondering if there are employment practices I should review at the beginning of the year. Is there anything you recommend?
A: As we mentioned last week, it is a good idea to evaluate your workplace practices at the start of each year to ensure that you are in compliance with the law.
Link to the full article below.
http://www.montereyherald.com/jacquelinemcmanus/ci_14198383?nclick_check=1
W. Garnett & Associates
Human Capital Management
1-888-884-3910
Sexual Harassment as Significant Workplace Problem As Indicated By EEOC Stats
One more workplace area violation you have to be aware. Sexual harassment laws are not gender specific and limited to females. The statistics show that although females continue to suffer the lion’s share, nearly 16% of all the claims filed were filed by males. The problems with sexual harassment in the workplace continue to cost companies and individuals substantial time, money and resources.
You can read the full article linked below.
http://www.tennesseeemploymentlawyerblog.com/2009/10/eeoc_statistics_show_sexual_ha.html
W. Garnett & Associates
Human Capital Management
1-888-884-3910
Managers and Supervisors Have a Responsibility to Resolve it or Report it
Supervisors and managers have a responsibility to the employee base. In the eyes of the law, the supervisor is the employer. If an employee informs their supervisor (or any manager) of a complaint around discrimination, harassment or retaliation, the courts consider this to be notice, and the clock (so to speak) starts ticking. Report to HR all reports of discrimination, harassment or retaliation, even if the employee requests the complaint be confidential, or asks that the complaint not be reported to HR, or if it appears as though the complaint is not genuine.
Read the full article linked below.
http://www.examiner.com/x-26967-SF-Workplace-Issues-Examiner~y2009m11d11-Resolve-it-or-report-it
W. Garnett & Associates
Human Capital Management
1-888-884-3910
