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If you are in the restaurant or entertainment industry and require employees to wear revealing outfits at work, prepare for an unfortunate if entirely predictable consequence: Customers may harass your workers. That’s a genuine legal risk, and it’s just as serious as if a supervisor was doing the harassing.
Read MoreTeens can ask a question and get an instant (sometimes inaccurate) answer. Couple that with government websites designed to provide teens with accurate information about their rights, and you have a recipe for a PR nightmare.
Read MoreAccording to the EEOC, agency guidance does not have the force of law.
Read MoreThe EEOC has highlighted the sections of its guidance it now will not enforce. These include numerous examples such as misgendering, outing someone’s gender identity, denying access to a bathroom consistent with the person’s gender identity and using epithets regarding sexual orientation and gender identity.
Read MoreNot only are sectors such as retail, construction and food service more likely to be hostile environments, but the managers you rely on to stop ongoing harassment may be engaging in the harassment themselves.
Read MoreA judge issued a nationwide injunction that said the EEOC exceeded its authority in 2024 when its Enforcement Guidance on Harassment in the Workplace told employers they risked violating Title VII if they denied transgender workers access to the restrooms of their choosing, prescribed gender-specific dress codes and called them by pronouns they did not prefer.
Read MoreWhen unpleasant behavior comes to light, it’s important to step back and calmly analyze the facts. If the alleged acts aren’t pervasive or severe, it’s probably not actionable sexual harassment. Of course, you should still move to stop the behavior to prevent escalation.
Read MoreSexual harassment is a form of sex discrimination prohibited by Title VII of the Civil Rights Act of 1964. The EEOC and the courts recognize two forms.
Read MoreWhy aren’t anti-harassment policies more effective at preventing harassment? The answer may lie in ineffective training and the failure of employers to follow their own policies.
Read MoreTake solace in the fact that unless workplace animosity creates a truly hostile environment, allegations of discrimination or harassment won’t succeed in court unless an employee can prove that a co-worker targeted him because of protected characteristics such as race, gender, religion or national origin.
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