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Harassment

Sexual Assaults in the Military and Mission Effectiveness

June 4, 2013
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Victims have reported that their attackers were the very people to whom they were required to report attacks. This system may cause complaints to be ignored or dismissed and the claimants ostracized or retaliated against.
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EEOC Sues Company for Forced Practice of Scientology

May 13, 2013
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If any of the EEOC's allegations in the lawsuit are true, the agency is going to have an easy time winning this case, which serves a good reminder that an employer cannot force its employees to conform to, follow, or practice, the employer's chosen religious practices and beliefs.
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There Is No Such Thing as a 'License to Harass'

April 18, 2013
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Employees need to understand that some participation in sex-based workplace hijinks does not create a license to harass in perpetuity. No one can tell where someone draws his or her personal line of inappropriateness, and trying to make that decision for someone else can only result in trouble (i.e., a lawsuit) down the road.
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Is Bullying the New Sexual Harassment?

April 17, 2013
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Office ogres exact not only an emotional cost but a monetary one. They can poison productivity, stifle creativity, and force good employees out the door.
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More on Retaliation for Firing After Complaints of Third-Party Discrimination

March 27, 2013
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Even if Title VII protects Richards' online venting as “opposition,” it is doubtful she will be able to establish a nexus between her comments and the termination. Her employer did not terminate her because of the contents of her tweet, but because of the very public nature of her complaints.
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Should Employers Be Liable for Conduct They Cannot Control? Fired for Tweeting About Third-Party Misconduct

March 26, 2013
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For Adria Richards to have a reasonable belief that she experienced unlawful discrimination or harassment, her employer needs to be able to do something about the alleged discrimination or harassment.
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How Not to Respond to a Harassment Complaint

March 21, 2013
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If you are not the person in your organization trained to address and investigate sexual harassment claims, immediately refer the matter to the person who is. If no one is, hire a consultant or attorney who specializes in these issues to do the investigation for you.
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Reaching the Learning Resistant

February 19, 2013
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We should be considering how to make sure that all of our learning methods address conceptual resistance if we want our investment in education and talent to yield the best results, which is to prevent, detect and correct problems before they lead to workplace disasters.
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A Poor Dating Policy Could Break a Company's Heart—and Wallet

February 7, 2013
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With employees and companies becoming more accepting of office romances, companies should make sure they protect themselves from any potential sexual harassment or discrimination lawsuits.
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