News

A federal judge in Alaska has resigned following allegations that he sexually harassed members of his staff-- a good reminder to look at the EEOC's guidance on harassment

Sexual harassment, according to the EEOC, and bore out in a recent case, is more likely to happen in industries or locations where there is a sex imbalance. For example, in a male-dominated industry like construction, a female worker’s risk of co-worker sexual harassment is greater than in a more balanced industry.

Not everyone is happy with the EEOC's expansive new harassment guidance or the EEOC’s interpretation of decisions like the Supreme Court’s 2020 ruling in Bostock v. Clayton County, which said discrimination based on sexual orientation and transgender status are forms of sex discrimination prohibited by Title VII. In fact, a group of 18 state attorneys general have filed suit, alleging that the guidance goes too far.

The EEOC's recently updated workplace harassment guidance reminds employers that remote workers are just as vulnerable to harassment as on-site employees are.

Allowing a hostile work environment can cost you big--for one employer it was more than $20 million.

A new EEOC guide covers what employers must do to avoid liability for workplace harassment.

It’s usually a bad idea to recommend transferring someone who has complained about harassment.

Access a new document about how the EEOC will enforce anti-harassment law.

The EEOC doesn't tolerate employers who ignore sexual harassment by senior leaders.

Employees must institute policies forbidding harassment, and clear systems employees can use to report it.