A federal court has bounced a woman’s sexual harassment claims against her former employer because the court believed that the woman was not offended by the conduct about which she complained.
Some analysis and employer lessons after the jump…
Welcome everyone to the first last edition of T&A Thursday, where I update you on all that’s going on in the world of porn and employment law.
After the jump, it’s all the news that’s barely fit to print. (At least it’s safe for work)…
There once was an employer in Racine.
With a manager whose antics were racy.
The court said, “You lose!”
Now, tell everyone the news.
And if you disobey, it’ll cost you big money.
*** Although I feel rhyming “Racine” with “racy” was pure Shakespeare, I’m fairly certain that Edward Lear’s corpse just pissed itself ***
After the jump, it’s the employer, found liable for sexual harassment, that refused to abide by a court-ordered notice requiring it to inform its employees about the verdict…
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Beginning in October 2007, a doctor at a chiropractic practice repeatedly sent lewd and sexually offensive text messages at all hours of the day and night to his receptionist in which he requested sexual favors and made lewd comments such as:
The receptionist sued her employer for, among other things, sexual harassment…and lost!
Find out how, after the jump.
I read The Employer Handbook every day. That’ll be $10.”
A federal court has allowed a former prostitute to proceed with claims that her subsequent employer sexually harassed her. More about this defense counsel’s wet dream, after the jump.
Next week is our firm holiday party. And I am a big fan.
At the party, I like to drink Four Loko boilermakers all night until I get blackout drunk socialize with colleagues for a few hours before cabbing home for the evening. Generally, I go crazy have a good time. But I rarely always keep it in check. There are others like me at OTHER holiday parties who succumb to the sweet nectar of the gods get a bit tipsy after consuming too many drinks. And where there’s Tipsy, both Handsy and Sailormouth generally come out to play too.
This will could happen at your business. So what steps are you taking to prepare for this inevitability possibility (besides having my number on speed-dial)? Not sure what to do? I’ll help you with some tips after the jump.
A few weeks ago, I came across an article by Terrence O’Brien on switched.com, “Facebook ‘Subscribe to’ Feature Lets You Follow Your Friend’s Every Move.”
Facebook is testing a new feature that lets you subscribe to a specific user’s content. In practice, this means receiving a notification every time that user updates their status, posts a new photo, link, video or note, and Mashable aptly dubs it the ‘Stalker Button.’ Taken at face value, this would appear to be a direct answer to the ability to “follow” a user on Twitter…
after the jump…
So far, I love Justia.
Not only have they designed and set me up with The Employer Handbook,
but every week I get an email from them suggesting labor and employment
law stories that would make great blog posts.
Its storybook time, folks. Let’s read the juicy complaint together after the jump
Robert Rank-And-File, an employee of Pennsylvania-New Jersey-Delaware, Inc., claims that Sally Supervisor told him, “Sleep with me, or you’re fired!” Robert declines Sally’s advances only to have Sally fire him. If Robert decides to pursue an action under Title VII against Pennsylvania-New Jersey-Delaware, Inc., how can he prevail at trial?
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Our old buddy Robert Rank-And-File from Pennsylvania-New Jersey-Delaware, Inc. is having problems at work again. This time, however, the culprit is not Sally Supervisor. It’s Lisa Leadperson.
What is your company’s potential exposure here? Find out after the jump.
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