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June 2016 Archives

Workplace retaliation: what is it and why you should get an attorney involved, P.1

In our last post, we briefly mentioned the issue of retaliation in the context of workplace sexual harassment. As we noted, it is important for employees who have been subjected to sexual harassment on the job, or some form of illegal discrimination, to avail themselves of any resources provided by the employer to report the incident or behavior, and to get the Equal Employment Opportunity Commission involved when necessary.

3 signs you are being sexually harassed at work

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.

Addressing sexual harassment in the workplace: getting the EEOC involved, P.2

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.

Addressing sexual harassment in the workplace: getting the EEOC involved

We’ve been looking at the topic of sexual harassment in the workplace and some of the general rules under federal law regarding harassment. Whenever an employee is subjected to what he or she believes may be sexual harassment, the first step is to work through the employer’s internal processes for addressing the situation. When that is not effective, though, there are additional steps that can be taken.

Addressing sexual harassment in the workplace

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.

Research shows sexual harassment training may be counterproductive

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.

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