Sexual harassment is something that no worker should ever have to endure. The incidents of sexual harassment are taken so seriously that the federal government has issued laws to prevent these horrible events. New York also has specific laws against sexual harassment.
Sexual harassment is a type of sex discrimination which can take a variety of forms. Not every form of sexual harassment is easily or immediately recognizable as such. In some cases, an employee is too close to the situation and the relationships giving rise to the harassment that he or she may not see it clearly right away. Or, maybe the employee suspects that harassment has occurred, but isn’t sure if what occurred is illegal.
In our last post, we began looking at some of the allegations of sexual harassment and discrimination contained in documents from an arbitration case against Sterling Jewelers and its parent company, Signet Jewelers. In addition to these allegations, the documents also provide details about former employees who were verbally attacked, falsely accused of misconduct, and terminated from their position after reporting abuse through a company-run hotline.
Many of our readers will be familiar with Kay Jewelers and Jared the Galleria of Jewelry. These companies have a robust presence across the United States. Though the stores target a slightly different clientele, they both share the same parent company, Sterling Jewelers, which company has been accused of numerous sexual harassment and discrimination claims.
Previously, we looked at the ongoing litigation against CNN regarding allegations of racial discrimination. As we noted last time, Fox News has been dealing with its own discrimination litigation filed by former employees, including Gretchen Carlson of Fox & Friends and former analyst and commentator Andrea Tantaros.
Previously, we began looking at the topic of workplace retaliation. As we noted, last time, those who believe they may have been subjected work workplace retaliation need to consult an experienced attorney to have their case evaluated, particularly when the retaliation has cost them their job or has put them in a worse employment position.
Surprise and uncertainty are normal reactions the first time someone you work with makes a suggestive comment or asks you out, particularly if the advances are unwanted. You may wonder if you misunderstood the person's intentions or are being overly sensitive.
We began looking in our last post at getting the Equal Employment Opportunity Commission involved in situations involving sexual harassment in the workplace. As we noted, victims of sexual harassment are able in some circumstances to sue an employer or supervisors in court for sexual harassment, but because the EEOC is the primary agent to pursue such litigation one must usually receive clearance to sue in federal court before doing so.
In our last post, we looked briefly at recent research showing that sexual harassment training in the workplace may actually be counterproductive. We also noted that part of the reason for this may be that sexual harassment training typically doesn’t do a great job of discussing the gray areas of sexual harassment. Doing so is also difficult because of the lack of clarity in the subject itself and people tend to need clear ideas and images to effectively change their behavior.
Sexual harassment in the workplace can be highly disruptive to productivity and emotionally taxing for those who are subjected to it. Federal and state laws, of course, forbid sexual harassment in the workplace and businesses are well aware of the costs that can result from sexual harassment complaints and litigation.