Sentences with phrase «workplace sexual»

How to build a rock - solid workplace sexual harassment policy that keeps your employees feeling safe.

The number of people involved in the world - leading survey on sexual harassment has been significantly expanded from 2,000 to 10,000 participants.The Australian Human Rights Commission has undertaken regular surveys on workplace sexual harassment...

Some of the major issues tackled by the Commission in recent years include workplace sexual harassment, pregnancy discrimination and maternity leave; disability rights in areas such as access to transport, captioning, access to electronic commerce for older Australians and people with a disability; race discrimination; Indigenous social justice issues such as mandatory sentencing, community capacity - building and native title; and human rights issues such as children in detention, education for rural and remote communities and age discrimination.

When Image & TV Expert, Speaker, and Author Sarah Shah asked an audience about attire and image in the workplace, a male in the group shared that, given the hypersensitivity to workplace sexual harassment, it can be uncomfortable when a female wears something as simple as a sheath dress.

Zelda Perkins poses for a portrait prior to testifying before British lawmakers investigating workplace sexual harassment in London, Wednesday, March 28, 2018.

On February 28, 2018, the Department of Justice's (DOJ) Civil Rights Division announced a new Sexual Harassment in the Workplace Initiative (SHWI) that will focus on combating workplace sexual harassment in the public sector.

Human Rights in the Workplace Sexual harassment cases in Manitoba on the rise?

... the OHSA will contain new definitions of «workplace harassment» and «workplace sexual harassment.»

There are also a number of requirements relating to the manner in which employers must investigate workplace sexual harassment allegations.

«It's Never Okay: An Action Plan to Stop Sexual Violence and Harassment» recommends changes to the Occupational Health and Safety Act (OHSA) to deal with workplace sexual harassment prevention and training.

The unresolved workplace sexual harassment side of this case seems to be a much harder pill to swallow for the victim.

The role of our workplace sexual harassment officer was largely advisory and preventative but even in 1992 one could be punished to the point of losing one's job for sexual harassment.

If you believe that you are the victim of workplace sexual harassment it may be worth speaking with a lawyer.

Driven by the #metoo and #timesup movements, workplace sexual harassment is front and center in employers» - and employees» -...

Workplace sexual harassment isn't a new issue, nor is it limited to any one industry or country — but it's...

«It's Never Okay: An Action Plan to Stop Sexual Violence and Harassment» recommends changes to the Occupational Health and Safety Act (OHSA) to deal with workplace sexual harassment prevention and training... [more]

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.

The spotlight on workplace sexual harassment complaints could cause the EPLI market, even the D&O market, to heat up.

The case of a current client Margery Wardle, denied compensation for mental health injuries resulting from years of workplace sexual harassment, highlights the dilemma facing many.

The main reasons: fear of retaliation and of not being believed, and a lack of consequences for the harassers, according to Newsweek's October 2017 article, How Human Resources Is Failing Women Victims Of Workplace Sexual Harassment (that, notably, cites an example from New Brunswick, Canada).

The lack of a limitation period means workplace sexual harassment incidents have a long life — and could come back to haunt employers many years after they occur.

Some provincial OHS laws expressly deal with workplace sexual harassment and violence, prohibiting them and mandating provincially regulated employers to take specific steps to prevent and / or respond.

Workplace sexual harassment isn't a new issue: 30 years ago, the Supreme Court of Canada, in the landmark case of Janzen v. Platy Enterprises, decided workplace sexual harassment is a form of sex discrimination in employment and violates human rights legislation.

Any legal action can be highly publicized, but workplace sexual harassment cases often are.

A well - drafted, effectively implemented and consistently enforced workplace sexual harassment policy is the lynchpin to achieving all of these objectives.

Here's a five - step risk mitigation plan to help employers minimize the growing legal, financial liability and business risks of workplace sexual harassment.

These risks warrant equally high - level attention: have a board member or committee take the issue of workplace sexual harassment on as an important and a priority project, and back them up by allocating the necessary resources to get the job done.

An employer's best defence to the liability risks of workplace sexual harassment is preventing it from happening in the first place.

As part of their risk assessment process, employers should also consider whether and what steps they've taken to mitigate their financial exposure in the event of a workplace sexual harassment or violence claim against it.

Failing that, the best defence to a workplace sexual harassment incident is by properly responding, handling and resolving it.

Workplace sexual harassment and harassment complaints cost management time.

The basic principles of developing and implementing enforceable workplace policies apply equally to a workplace sexual harassment policy.

Driven by the #metoo and #timesup movements, workplace sexual harassment is front and center in employers» — and employees» — minds.

Some of the deepest divisions in Canadian society on this issue of workplace sexual harassment are between men and women of the millennial generation.

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

For example, employers should carefully assess their situation with their insurance broker: insurance coverage for workplace sexual harassment claims by employees and others against the employer, its employees, directors and officers is often available — and advisable.

Again, like OHS and human rights laws, many expressly prohibit workplace sexual harassment and impose obligations on employers to make «every reasonable effort» (or words to this effect) to ensure no employee is subjected to it, mandating steps employers must take to prevent and respond to workplace sexual harassment.

But employers need only see, hear or read the daily news to know that workplace sexual harassment isn't limited to the entertainment — or any — industry: there have been publicized reports of sexual harassment in sectors ranging from the hospitality to the tech start - up to the political sectors.

Decision - makers that have found employers liable for workplace sexual harassment haven't hesitated to award the victimized employee financial compensation.

The law has recognized the effect of workplace sexual harassment by imposing legal obligations on employers to take steps both to prevent it and to act when it does occur.

To date, section 217.1 hasn't been applied in the context of workplace sexual assault.

In the current climate, employers can expect the law to develop, and for employees and Crown prosecutors to push to extend both protections against and consequences for workplace sexual assault — such as applying section 217.1.

Herrick Partner Mara Levin Discusses Power and Workplace Sexual Harassment on NJTV's A Matter of Faith

If the scope of workplace sexual harassment hasn't been an eye - opener for employers, the legal liability exposure should be.

Employers» legal, financial liability and business risk exposure for workplace sexual harassment is high.

A workplace sexual harassment policy is one area in which employers can benefit significantly from legal consultation and advice, as well as consultation with workplace sexual harassment experts and workplace stakeholders, in particular the occupational health and safety committee and the union (if a unionized workplace).

Similar to OHS laws, many human rights laws, such as the Ontario Human Rights Code, now also expressly prohibit workplace sexual harassment; against whom that protection extends depends (as in any case) on the wording of the law.

Workplace sexual harassment can cause employers immense reputational — and often resulting financial — consequences.

At GJEL Accident Attorneys, we understand how devastating that it can be to be the victim of workplace sexual harassment or retaliation.

We handle a broad range of labor and employment litigation matters, including contract disputes, wage and hour claims, workplace sexual abuse claims, discrimination matters, noncompete litigation, defamation, wrongful discharge, and whistleblower / qui tam litigation under the False Claims Act and Virginia's Fraud Against Taxpayers Act.