Sentences with phrase «other harassment in the workplace»

«Sexual, Racial and Other Harassment in the Workplace,» Sterling Educational Services (September 27, 2011).

Not exact matches

What constitutes sexual harassment in the workplace varies, but as theAAUW notes, it includes behaviors like «unwelcome sexual advances, requests for sexual favors, direct or indirect threats or bribes for sexual activity, sexual innuendos and comments, sexually suggestive jokes, unwelcome touching or brushing against a person,» among others.

As the year progressed, CEO Travis Kalanick resigned amid an investor revolt, many of Uber's other top executives resigned or were forced out, shady business practices were revealed, and more than 20 employees were fired as a result of an investigation into bad behavior in the workplace that includes sexual harassment.

Uber has faced ongoing scrutiny over allegations of workplace harassment, a criminal probe into its attempts to evade regulators, a lawsuit over trade secret theft brought by Waymo — its competitor in the self - driving car industry — and a lawsuit brought by a woman who alleges her medical files were improperly shared by Kalanick and other executives.

Others have dealt with sexual harassment in the workplace.

The final deal includes a provision extending protections to independent contractors, consultants and other non-employees in a given workplace, making an employer liable for sexual harassment against them.

Women who have reported sexual harassment by lawmakers, along with state Senate Democrats and some attorneys, say the package to be included in the state budget accomplishes little, save for a significant provision extending protections to contractors and other non-employees in a workplace.

There are other aspects to the governor's Women's Equality Act, including stopping pregnancy discrimination; eliminating sexual harassment in all workplaces; further protecting domestic violence victims; and strengthening human trafficking laws.

At 11:30 a.m., Suffolk County Presiding Officer DuWayne Gregory and LGBT Network President / CEO Dr. David Kilmnick will join other officials to discuss the steady rise of LGBT harassment in schools and the workplace, Suffolk County Legislature, 725 Veterans Memorial Highway, William J. Lindsay Complex, Smithtown, Long Island.

We need to set an example and the truth is if we are successful here, if we can work together to stop sexual harassment in the workplace; if we can do that, women will only have to deal with harassment all the time at every other place they go.»

Ashley Judd, Eva Longoria, Natalie Portman, Emma Stone, Kerry Washington and Reese Witherspoon are among the 300 actresses and other powerful Hollywood figures to form Time's Up, a new coalition aimed at combating sexual harassment and misconduct in the workplace.

Stressing this was «a night for positivity», Kimmel expressed his hope that Hollywood could eradicate the problem of inappropriate sexual behaviour in the workplace so that «women will only have to deal with harassment all the time at every other place they go.»

They joined a host of other red carpet attendees who donned black for the cause, which raises awareness of sexual assault, harassment and inequality in the workplace and helps sexual assault survivors take legal action against their abusers.

From left, Sen. Kirsten Gillibrand, D - N.Y., accompanied by Rep. Cheri Bustos, D - Ill., and former Fox News host Gretchen Carlson, speaks at a news conference where she and other members of congress introduce legislation to curb sexual harassment in the workplace.

And the truth is, if we are successful here, if we can work together to stop sexual harassment in the workplace - if we can do that, women will only have to deal with harassment all the time at every other place they go.

«Our guild has been outspoken about our commitment in the drive to more respectful and inclusive workplaces, which includes a world where our members and others can show up for work without any fear of sexual harassment.»

«If we can work together to stop sexual harassment in the workplace — if we can do that — women will only have to deal with that every other place they go.»

Los Angeles County About Blog Marc Aaron Goldbach is the Attorney at Law for Goldbach Law Group with 25 years of expertise in a variety of practice areas including insurmountable debt, foreclosure, serious felony charges, immigration or other legal issues such as workplace harassment, family and medical leave act violations, whistle blowing and retaliation, consumer law or personal injuries.

More importantly though, it highlights how NDAs — standard practice in employment disputes in law and other sectors — could make it harder for law firms to really crack down on sexual assault and harassment in the workplace.

Ms. Schreiber now focuses her practice on assisting employees of businesses of all sizes in claims regarding workplace discrimination, sexual harassment, retaliation, wrongful termination, unpaid wages, and numerous other employment disputes.

However, the changes suggested in the Action Plan make it reasonable to anticipate that Ministry of Labour inspectors may carry out workplace harassment investigations involving the same detailed collection of information as is currently gathered during other OHSA investigations.

Last week, the Ontario Government announced that it will be investing $ 1.7 million over the next three years to provide workplace sexual harassment and violence training for bartenders, servers, and others in the hospitality sector.

Rob works closely with human resource professionals in all workplace matters, including investigation of workplace harassment, discrimination, and other respectful workplace issues.

The State and Federal Employment disputes handled by Whittel & Melton include FLSA (fair labor standards act), Wage and Overtime disputes, Minimum Wage Violations, Discrimination (age, sex, disability, pregnancy, national origin, race), Retaliation claims including FMLA (family medical leave act), workers compensation and sexual harassment in the workplace, Whistleblower protection, qui tam and other civil rights pursuits.

«Disagreeing with the trial court's grant of summary judgment, the 7th U.S. Circuit Court of Appeals has held that 3 incidents over two years, combined with other testimony showing continuing problems in the workplace, is enough to require a jury [to] sort out whether a restaurant should be held liable for sexual harassment...»

It can now, e.g., assist you in reporting harassment in the workplace, or to make a complaint about a landlord; or it can help you ask for more parental leave, dispute nuisance calls, fight a fraudulent purchase on your credit card... The new DoNotPay covers consumer and workplace rights, and a host of other issues.

The other amendments to the OHSA, which are found mainly in the workplace violence and harassment framework (Part III.0.1), apply broadly to all types of harassment, but also clearly cover situations of sexual harassment given the new definitions described above.

Under Title VII of the Civil Rights Act, sexual harassment is a form of sex discrimination, and it includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in the workplace.

Mr. Roth has spent his career advocating for the rights of employees subjected to unlawful treatment by employers based on age, race, sex, ethnic origin, religion, disability, and other protected categories; retaliation for whistle - blowing activity; hostile or racially - charged work environments; sexual harassment in the workplace; etc..

In this capacity, we review organizations» workplace harassment policies (among others) to ensure that -LSB-...]

Allegations of discrimination and harassment, whether proven or not, impact not only the parties, but also other employees in the workplace.

In response to that case, and likely others, in April 2009 then Ministry of Labour, the Honourable Peter Fonseca introduced Bill 168, the Occupational Health and Safety Amendment Act (Violence and Harassment in the Workplace) 200In response to that case, and likely others, in April 2009 then Ministry of Labour, the Honourable Peter Fonseca introduced Bill 168, the Occupational Health and Safety Amendment Act (Violence and Harassment in the Workplace) 200in April 2009 then Ministry of Labour, the Honourable Peter Fonseca introduced Bill 168, the Occupational Health and Safety Amendment Act (Violence and Harassment in the Workplace) 200in the Workplace) 2009.

In a recent decision, George Brown College of Applied Arts and Technology v Ontario Public Service Employees Union («George Brown College»), an arbitrator ruled that the OHSA does not make employers accountable to compensate employees for workplace harassment perpetrated by managers or other employees.

Discrimination and harassment claims typically involve complex relationships between people in the workplace and, therefore, have a very human component that is often lacking in other types of litigation.

As an intervener in the case, West Coast LEAF will argue that human rights law must recognize and remedy sexual harassment and other forms of discrimination as expressions of power that do not necessarily map neatly onto workplace hierarchies.

Effective September 8, 2016, these reforms change the definition of «workplace harassment» to include «sexual harassment,» and impose new obligations on employers in relation to workplace harassment programs to, among other things:

The OHS and other laws of some provinces expressly require employers to undertake a risk assessment in relation to workplace violence; some also require workplace harassment risk assessments.

The policy should provide a clear definition of harassment and respect for others in the workplace.

Employees in a workplace in which others are subject to sexual harassment or in a «poisoned work environment» (one in which an ongoing culture of sexualized, discriminatory and harassing behaviours is pervasive) can experience negative consequences similar to those the target experiences despite not being the target themselves.

Per the Ontario MOL, such policy should, among other things, show an employer's commitment to addressing workplace harassment; consider workplace harassment from all sources such as customers, clients, employers, supervisors, workers, strangers and domestic / intimate partners; and, outline the roles and responsibilities of the workplace parties in supporting the policy and program.

The firm handles cases involving sexual harassment and discrimination in the workplace including pregnancy, race, disability, religion, gender, and sexual orientation and other protected traits.

Workers may experience a variety of violent acts, such as abusive phone calls, text messages or email at work; stalking or harassment at or near the workplace; abusers may contact co-workers, and engage in other aggressive behaviour.

The Group includes labor and employment specialists, government enforcement lawyers, civil litigators, practitioners versed in governance and disclosure matters, and other practice and industry experts who work together seamlessly to assist clients in responding, promptly and effectively, to the full spectrum of issues presented by claims of workplace harassment.

Hence on December 15, 2009, Bill 168 became law and is known as An Act to amend the Occupational Health and Safety Act with respect to violence and harassment in the workplace and other matters, Chapter 23 of the Statutes of Ontario, 2009.

Sexual harassment: «Inappropriate behavior of a sexual nature, such as repeated sexual advances or offensive remarks, that occurs usually in a workplace, school, or other institutional setting, especially by a person in authority with respect to a subordinate or a student.»

One of Canada's foremost experts on women and the law and a highly regarded scholar and human rights advocate, University of Ottawa Law Professor Constance Backhouse has garnered many distinctions and awards for her path - breaking writings on sexual harassment in the workplace and other forms of gender and race discrimination.

A recent decision rendered by an Ontario Arbitrator raises questions about the hard line that seemed to have been taken by adjudicators as a result of An Act to amend the Occupational Health and Safety Act with respect to violence and harassment in the workplace and other matters (formerly Bill 168), which amended the Occupational Health & Safety Act in order to address workplace violence and harassment...

Sexual harassment and assault in law firms or other workplaces occurs more easily where there is a power imbalance.

Hootsworth, founded by harassment legal expert Janine Yancey, is launching in beta today to provide a resource and tool for employees and employers to address harassment and other workplace issues.

With concerns over sexual harassment claims in the workplace increasing, it can be challenging for others when males or females dress in such a way that provokes attention.