Search results
3 days ago · Training should provide detailed explanations about what constitutes sexual harassment, familiarize employees with reporting procedures, and remind employees of the disciplinary consequences of failing to report complaints. Consider collaborating with staff from domestic violence and sexual assault agencies to implement staff training.
2 days ago · The Office’s Civil Rights Program helps enforce federal civil rights laws aimed at prohibiting discrimination and ensuring equal opportunity in New York. It also prosecutes hate crimes, law enforcement misconduct, and other criminal civil rights violations. Civil Enforcement. The scope of federal civil rights protections is broad, and ...
4 days ago · The knowledgeable New York sexual harassment attorneys at Phillips & Associates are tenacious, effective, and experienced advocates for victims of workplace misconduct. To learn more, contact us online or at (833) 529-3476 to set up a free and confidential consultation. More than half of all women in the finance industry report experiencing ...
2 days ago · With the same reference group, sexual assault/harassment was more frequently reported among female subway workers (aPR = 5.15; Wald test, p < .001), but verbal assault/intimidation and experiencing theft were least common among women in the bus division (aPR = 0.22 and 0.13, respectively; Wald tests, p < .001).
2 days ago · Under New York's Freelance Isn't Free Act (FIFA), effective August 28, 2024, companies hiring freelancers (1099s/independent contractors) will be required to comply with the law's contract, payment, recordkeeping, and anti-discrimination requirements.
4 days ago · Probably the best advantage of sexual harassment training is that it prevents legal action cases in workplaces. By extending employee training, employers are, in effect, meeting their legal duties of avoiding harassment. If an accident occurs, documentation of the provision of training is also a critical component of the employer’s defense.
4 days ago · 4. Seek Support from External Resources. Contact the Equal Employment Opportunity Commission (EEOC): If you feel your company is not handling your complaint adequately, you can file a charge with the EEOC. The EEOC enforces federal laws against workplace discrimination, including sexual harassment. Phone: 1-800-669-4000.
