| Tuesday, October 1st, 2013
Supervisor training about preventing sexual and other harassment isn’t just a smart move—it’s one that’s required by law in many states. What should supervisors be taught?
| Sunday, August 11th, 2013
Employers have a duty to provide a safe workplace, free from workplace harassment. If one employee harasses another and the employer knew or should have known about it, the employer can be held liable. Employers may also be deemed vicariously liable in any case where the harasser is a supervisor.
| Wednesday, July 24th, 2013
Yesterday’s Advisor featured attorney Jonathan Segal’s suggestions for anti-harassment training; today, his 5 R’s for managers, plus an introduction to the popular 350-prewritten-policy program, SmartPolicies.
| Tuesday, July 23rd, 2013
Exclusion and avoidance are actions that managers may not realize are forms of retaliation, says “recovering litigator” Jonathan A. Segal, one of SHRM’s most popular speakers.
| Monday, March 18th, 2013
Special from SHRM’s Legal and Legislative Conference
It’s true that there are no anti-bullying laws in the US, but that doesn’t mean that bullying can’t be the basis of a lawsuit, says attorney Allison West SPHR.
| Wednesday, November 21st, 2012
Yesterday’s Advisor featured attorney Jonathan Segal’s tips on harassment avoidance; today, touching and Facebook harassment, plus an introduction to the indispensible 50×50—50 Employment Laws in 50 States.
| Tuesday, November 20th, 2012
A worker calls a coworker an “F”ing moron. Is it harassment? asks attorney Jonathan Segal. It’s probably not harassment as long as the name-caller is an equal opportunity name-caller, but is it appropriate?
| Tuesday, November 13th, 2012
The “N word” was in common use at Utah construction company Holmes & Holmes, and management—and unfortunately HR—not only permitted it, but participated. The judge called at least four strikes.
| Monday, October 15th, 2012
Yesterday’s Advisor offered our take on the recent $2.3 Million Fry/EEOC settlement, and showcased the first 5 of our 11 sexual harassment training statements. Today, 6 through 11, plus an introduction to the new, comprehensive training solution—TrainingToday.
| Sunday, October 14th, 2012
A recent EEOC lawsuit—just settled for $2.3 million—gives a picture perfect example of how NOT to handle sexual harassment complaints. The harassment was compounded by retaliation and ratcheted up with evidence tampering.