4 High-Profile Companies Dealing with Sexual Harassment at Work
Seven Ways to Deal With Sexual Harassment in the Workplace | Legal Beagle
Sexual harassment is only one type of harassment, and it, along with all other forms of harassment, should not be allowed in your workplace. Harassment of any kind has no place in the workplace. If you're an employer subject to federal anti-discrimination laws, you have a legal obligation to provide a work environment that is free from intimidation, insult, or ridicule based on race, color, religion, gender, or national origin. You must also be concerned with preventing harassment because you can sometimes be sued in state courts, depending on your state's anti-discrimination laws. Therefore, take steps to prevent and deal with sexual and other types of harassment in your workplace because as an employer, you may be held liable for your own acts of harassment that affect employees in the workplace, as well as the acts of your managers, employees, and even harassment by customers, suppliers, and others who regularly do business with you. Harassment is verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of that person's or that person's relatives', friends', or associates' race, skin color, religion, gender, national origin, age, or disability, and that:.
How to deal with sexual harassment in the workplace
SAN FRANCISCO — Google said on Thursday that it would end its practice of forced arbitration for claims of sexual harassment or assault after more than 20, employees staged a walkout last week to protest how the internet company handles cases of sexual misconduct. Workers at Google had called for an end to arbitration, among other changes, as part of the walkout. The shift was announced at a delicate time for Google. Pichai also said Google would overhaul its reporting process for harassment and assault, provide more transparency to employees about incidents reported to the company and dock employees in their performance reviews if they do not complete sexual harassment training. The company did not address some other demands by workers, including that it make its internal report on harassment public and put an employee representative on the board.