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You were expecting, maybe, an FMLA post today? Continue reading
Articles Posted in Sexual Harassment
Want to keep settled sexual harassment claims confidential? It may cost you tax dollars.
Last week, I wrote here about proposed legislation in the Commonwealth of Pennsylvania that would outlaw confidential settlements of sexual harassment claims.
Now, the feds are getting into the act. Continue reading
New bill would ban confidential settlements of sexual harassment claims in Pennsylvania
One of your supervisors has just been accused of sexual harassment. Rather than spend the money to litigate the case, your company decides to settle. Let’s go through the standard provisions:
- Settlement payment
- General release
- Non-admission
- Mutual non-disparagement
- Mutual confidentiality
Ah, not so fast on that last one if your business is in the Commonwealth of Pennsylvania. Continue reading
And in other sexual harassment news….EVERYTHING!!!
And here I thought we’d be able to make it to the weekend without another above-the-fold allegation of sexual harassment.
Fortunately, I have some other helpful, related items… Continue reading
Would you require a new C-Suite hire to affirm no history of discrimination at work?
We’re still got about a month and a half to go, and the list of notable sexual harassers (allegedly) is growing faster than my youngest can eat her peas.
Often, when we hire high-level executives, we resort to employment agreements. And in those employment agreements, we include provisions requiring the new hire to affirm that working for the new company will not cause that person to violate any restrictive covenants or other pre-existing agreements.
So, I have a question for you. Continue reading
While not quite Harvey Weinstein claims, the allegations about this workplace will make your head spin.
My turn-ons include fantasy football and this ugly holiday sweater, which I cannot wait to debut this season.
I also dig smart legal writing. Although, one could never discern that by perusing my dumpster fire of a law blog. To start to fix that, today, I’m going to quote liberally from a fine piece of legal writing. This sexual harassment complaint filed yesterday in New York is a series of allegations that may be true. Or not. There are two sides to every story.
But, I know on which side here I’d want to be.
When an employee complaining about harassment tells a supervisor, “Let’s keep it between us for now.”
You’ve heard the expression “loose lips sink ships.”
Well, the opposite holds true when an employee complains to a supervisor about workplace discrimination. Continue reading
What happens at the office happy hour may stay in the office.
Ten of your employees, including two supervisors, plan and attend an “unofficial” happy hour after work at a local bar. It’s unofficial because the company does not sponsor it, none of the employees are paid for their time, and no business is discussed.
Now, let’s assume that this hour is anything but happy for one of your employees. She’s getting skeeved out by a co-worker who is making all sorts of inappropriate comments to her, including questions about where she was going after the happy hour, and if she was going home to her husband. One of the supervisors notices the employee’s discomfort and helps her “escape” to her car to drive home.
Could ignoring this out-of-the-office behavior expose the company to a viable hostile work environment claim?
Court politely tells union where to stick its request to reinstate a member accused of sexual harassment.
***pops open can of Haterade***
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