Sentences with phrase «addressing workplace sexual harassment»

A notable example was the increase of women in traditionally male - dominated professions and an emphasis on addressing workplace sexual harassment.

It's time for employers to act to address workplace sexual harassment.

While supporting several draft provisions, ONIWG Submission details its concerns including failure to adequately address workplace sexual harassment; standards for entitlement different than those for physical injury; proposed distinctions between high - and low - stress jobs; legislative limits regarding employer decisions.

Not exact matches

«Uber refused to address the situation or investigate the driver responsible... Since then, Uber's national scandals regarding the New York taxi strike and now sexual harassment in the workplace have only confirmed that this company has an unacceptable way of treating its customers and even employees.»

All businesses in New York City that employ at least 15 people may soon be required to conduct training to prevent sexual harassment, a proposal that is part of a raft of legislation being considered next week by the City Council to address workplace conduct.

During a news conference at the East Greenbush Public Library on Monday afternoon, Doran highlighted how she has recently been on the front lines in the fight against sexual harassment during her time in the Rensselaer County Legislature, introducing resolutions to address and combat workplace harassment.

While the office did not address whether it will ban using public funds, it said it will take all steps necessary to prevent sexual harassment in county workplaces.

The TU says Cuomo's «commendable» proposal to address sexual harassment in the workplace is «marred by a flawed idea that would let governments off the hook in sexual harassment settlements.»

Earlier in the day, the Legislature passed sweeping legislation to address workplace harassment in the public and private sector, including requiring employers to adopt a model sexual harassment policy that prohibits mandatory arbitration and secret settlements.

«In the #MeToo moment it's especially disappointing to see the governor fail to mention child victims of sexual abuse in his State of the State address, even as he correctly prioritizes the issue of sexual harassment in the workplace,» said Michael Polenberg, vice president of government affairs at Safe Horizon, and survivor and advocate Bridie Farrell said in a joint statement.

The Time's Up initiative, unveiled on New Year's Day and signed on by 300 prominent Hollywood women, is designed to address gender inequity in the workplace and provide a legal defense fund for women who have suffered sexual harassment or assault, but its first big impact was seen at Sunday's Golden Globes ceremony, where virtually every woman attending wore black..

As I reported on my BAM's Blog, Munn, an OU alumna and actor known for her roles in HBO's «The Newsroom» and the «X-Men» film franchise, will give the keynote address and receive the inaugural Voice for Justice Award for her leadership and activism against sexual harassment in the workplace.

Millions of Women Say «Me Too» about Sexual Harassment (The Boston Globe) Professor Richard Weissbourd discussed the need for accountability in our institutions, schools, colleges, and workplaces to truly address sexual harassment and misSexual Harassment (The Boston Globe) Professor Richard Weissbourd discussed the need for accountability in our institutions, schools, colleges, and workplaces to truly address sexual harassment andHarassment (The Boston Globe) Professor Richard Weissbourd discussed the need for accountability in our institutions, schools, colleges, and workplaces to truly address sexual harassment and missexual harassment andharassment and misogyny.

Feminist Urgent: No Time Like Now — addressing sexual assault and harassment in the workplace Sat.

Given the current media attention on sexual harassment claims, New Jersey businesses should continue to review their internal policies and procedures for addressing workplace harassment.

Employers must investigate and address sexual harassment complaints in the workplace.

Employers that fail to take precautionary measures to prevent and address sexual harassment can face multiple issues in the workplace, such as decreased productivity, low morale, increased absenteeism, health care costs, as well as prospective legal liability and expenses.

Currently under OHSA, employers are required to have a policy and program dealing with workplace harassment and violence, but the Ontario Labour Relations Board has consistently held that complaints related to sexual harassment in the workplace should be addressed under the Human Rights Code rather than under the OHSA.

Perhaps the one silver lining is that these high - profile cases have highlighted the deficiencies in the way that many workplaces address allegations of sexual harassment, and the laws that are intended to protect employees from it.

Although there are no assurances that Bill 132 will become law, sexual harassment in the workplace is an important issue that needs to be addressed.

For companies that need assistance addressing the myriad issues arising from claims of sexual harassment in the workplace, Morgan Lewis offers a leading multidisciplinary team uniquely suited to address these complex challenges.

Key developments in the case law reflect trends that employers are experiencing: sexual harassment, drug testing and addressing mental health in the workplace.

If you are an employer, whether large or small, you should have policy in place to prevent and address employee complaints about sexual harassment at your workplace.

The OHSA addresses all things health and safety related such as: Workplace Hazardous Materials Information System (WHMIS); workplace harassment under Bill 132, Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment), 2016; and Bill 168, Occupational Health and Safety Amendment Act (Violence and Harassment in the WorkplaWorkplace Hazardous Materials Information System (WHMIS); workplace harassment under Bill 132, Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment), 2016; and Bill 168, Occupational Health and Safety Amendment Act (Violence and Harassment in the Workplaworkplace harassment under Bill 132, Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment), 2016; and Bill 168, Occupational Health and Safety Amendment Act (Violence and Harassment in the Workplharassment under Bill 132, Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment), 2016; and Bill 168, Occupational Health and Safety Amendment Act (Violence and Harassment in the WorkplHarassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment), 2016; and Bill 168, Occupational Health and Safety Amendment Act (Violence and Harassment in the WorkplHarassment), 2016; and Bill 168, Occupational Health and Safety Amendment Act (Violence and Harassment in the WorkplHarassment in the WorkplaceWorkplace) 2009.

Address violence and sexual harassment in federally regulated workplaces, to ensure that employees are treated fairly and protected from harm

Over many decades, Ropes & Gray has helped clients address and resolve the complex and highly sensitive issues presented by sexual misconduct and workplace harassment allegations, including assessment, investigation, remediation, litigation and proactive compliance efforts.

To address the range of risks presented and lessons learned from years of helping clients to navigate these matters, we have an established interdisciplinary team of lawyers at Ropes & Gray who collectively comprise our Sexual Misconduct & Workplace Harassment Group.

Setting out explicit requirements for employers to investigate and address workplace harassment, including sexual harassment complaints in the workplace

Establishing a special enforcement team of inspectors trained to address complaints of workplace harassment, including sexual harassment, and enforce the Act

Status of Women Canada should work with the Department of Foreign Affairs and International Trade to address the gaps that exist for foreign service officers who face sexual harassment in the workplace.

Train all management and supervisors in maintaining a respectful workplace, including how to address sexual harassment in the workplace.