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The 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.
Read MoreHere’s what EEOC commissioner Kalpana Kotagal predicts for 2026.
Read MoreLast month, we told you about a federal appeals case that ruled that an employer may not be liable for third-party sexual harassment that occurs off-premises even if the harasser is a client or customer. Now, another federal court has ruled that an employer isn’t liable for third-party harassment on the premises, either.
Read MoreThe American Law Institute recently approved a change to recommended interpretations of tort law to include employer liability for sexual assaults. Its recommendations are widely used by judges when deciding whether an employer broke the law.
Read MoreWhen investigating an employee’s complaint of harassment—sexual or otherwise—tailor your inquiries to the facts of that case.
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