If you are a California employer with over 50 employees, even if they are in other states or regular contractors, then you should know in 2016 AB1825 is a mandated training year for Sexual Harassment training. The training must be 2 hours long and interactive to be effective. The training can be a webinar or eLearning…
Alarming statistics were revealed stating a fourth of all college/university female students are subjected to sexual harassment and or rape while attending higher education institutions. The highest risk is to freshman students during the “red zone” time period which is considered to be the period from the first day on campus up to the Thanksgiving break when most students have been accepted into a fraternity or club and the initiation phase is somewhat completed. Obviously the report stated that drug and alcohol use are contributing factors to these incidents and most go unreported because the victims feel no one will take them seriously.
This is a common complaint and problem for employers. Employees go to their supervisor or Human Resources (HR) and use the word “harassment”, it gets everyone nervous followed with questions on how to handle it.Many employees use this word to provoke action and the employee is often thinking that any type of offensive behavior is illegal workplace harassment.
A new Senate Bill was passed this week that focuses specifically on sexual harassment prevention in the farm worker community. Senator Bill Monning sponsored Senate Bill 1087, which will now require sexual harassment training for farm supervisors, employees and labor contractors. In addition, the bill will deny licenses to farm labor contractors that have been found to have committed sexual harassment within the past 3 years. According to Senator Monning, the need for the bill stems from frequent sexual harassment and sexual assault, including rape, which occurs within the farm worker population.
Workplace conflicts arise for numerous reasons, which can be hard to predict. In many cases, disruptions on the job are due to one-sided campaigns of intimidation, carried out against innocent victims. From amorous advances to discriminatory behavior, on the job harassment is a widespread issue facing employers of all sizes.
Workplace jealousy and envy are the root causes in some cases, prompting employees to act-out in inappropriate ways toward associates by which they feel threatened. Unfortunately, jealous employees exact their toll on other workers, leading to various forms of workplace harassment.
Quid pro quo translates to “something for something.” Quid pro quo harassment occurs when an authority figure offers to give the employee something such as a raise or promotion in return for a sexual favor. The automotive specialty-equipment industry has historically been dominated by men. With minimal exceptions, women were relegated to the background or given roles as trophy show girls, photo models and product presenters.
As attitudes changed, however, women gained equal status in virtually every sector of the commercial auto manufacturing endeavor.
A Fitness company has agreed to pay $150,000 to settle a sexual harassment and retaliation lawsuit with the U.S. Equal Employment Opportunity Commission (EEOC).
The agency claimed that a Latina janitorial worker who worked at two Allstar Fitness clubs in Seattle was repeatedly sexually assaulted by her immediate supervisor. The EEOC also said that the supervisor forced her to have sex with him on a regular basis and warned her to keep quiet about it.
A California junior college has faced three sexual harassment cases by employees. Although in two of the cases a jury found mostly in favor of the school, in at least one of the three cases the college settled with the victim.
In October, the college faced the first of the three sexual harassment allegations. The charges came from a former female dean of the school. She claimed that she suffered sexual harassment and discrimination at the hands of her co-workers. She argued that her hostile work environment created by her co-workers was a result of gender discrimination. The jury ruled mostly in the favor of the school in that case.
Not that I think it’s weird that a brokerage firm chief executive would pin a female clerk on the floor by putting his shoe on her breast (the right one, if you must know), or that some insurance company man in California would put a sample of his semen in a female colleague’s water bottle. Twice.
When many people think of sexual harassment in the workplace they immediately assume it is a woman being harassed by a man. Recently it has come to light that many men are also being harassed in the workplace by other men. While the vast majority of cases are women being harassed by men, it has become increasingly common for there to be cases filed with women harassing men, and men harassing men.
In this article from Howard Law PC , there is a detailed discussion of recent cases of male to male sexual harassment. Here are some excerpts from the article:
“In a recent blog, our Souuthern California Labor and Employment Attorneys reported on the growing number of male sexual harassment charges filed with state and federal agencies across the country. Our lawyers discussed the lawsuit involving six male employees at a Phoenix Cheesecake Factory who endured repeated and severe sexual assaults by a group of male kitchen workers.”
A large building-maintenance company will pay $5.8 million to settle a sexual harassment lawsuit brought by the government involving 21 Hispanic female workers who had to endure everything from explicit sexual comments to rape.
As employee lawsuits against employers have skyrocketed and the amount of damages awarded increases every year, we know this is, at least partly, due to so many new employment laws created by state and federal governments. In fact, employment lawsuits currently represent approximately thirty percent of civil litigation in the U.S.