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Read MoreWe live and work in an increasingly uncivil environment. Discourse is coarser, insults fly quicker. And the predictable result has been a sharp increase in workplace harassment lawsuits and with them expensive settlements or runaway jury awards.
Read MoreEmployers are required to adopt policies designed to prevent harassment. When that fails, employers have a strict obligation to stop harassment once they learn it is taking place. But if management doesn’t know harassment is happening, that obligation doesn’t kick in and it won’t be liable.
Read MoreThe Equal Employment Opportunity Commission’s combined FY 2025 Agency Performance Report and FY 2027 Agency Performance Plan signals a clear shift in enforcement priorities under Chair Andrea Lucas.
Read MoreThe Equal Employment Opportunity Commission, under Andrea Lucas’ leadership, recently voted to undo the extensive harassment guidance it issued back in 2024. That did not sit well with some members of Congress, who have now introduced a bill that would reverse the EEOC’s reversal.
Read MoreEmployers shouldn’t assume that just because no one is reporting harassment, it’s not happening.
Read MoreWhen HR launches a discrimination or harassment investigation, it’s a good idea to stay attuned to how that investigation may look to outsiders a year or so down the line. That requires those performing the investigation to put aside any preconceived notions about what happened.
Read MoreChances are, at some point an employee is going to come to HR and tell you they believe they have been discriminated against, harassed or otherwise been treated unfairly. How you respond to that complaint can mean the difference between losing a lawsuit and all that entails or resolving the problem early and avoiding liability.
Read MoreThe EEOC made the request days after regaining a quorum, allowing Andrea Lucas to move forward with revising or eliminating the guidance altogether. She voted against the guidance in 2024, particularly the parts that found that harassment based on gender identity violates Title VII’s sex-discrimination provisions.
Read MoreThere’s a new legal decision that offers guidance on how far employers should go in anti-harassment policies and what does not amount to sexual harassment.
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