Harassment

When it comes to sexual harassment in the workplace, you can’t be too careful. HR Daily Advisor gives you background on the federal and state guidelines and essential elements of an anti-harassment policy and program. Get analysis, news, training tips for managers and employees, and more.

Free Special Report: Essentials of Successful Harassment Prevention


What Are the Main Types of Violence in the Workplace?

We hear about violence every day. Employers are keenly aware that violence can and does permeate the workplace. We want to do everything we can to eliminate violence and keep one another safe.

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Sexual Harassment in the Workplace: Quid Pro Quo Versus Hostile Work Environment

Sexual harassment in the workplace is a topic often met with either a snicker or an eye roll—it brings to mind a culture where inappropriate jokes and gender-based comments are the norm. But the reality of sexual harassment is serious, and it happens every day in our workplaces. Often, it’s not as obvious as inappropriate jokes (but sometimes it is), and it affects employees every day.

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What Should Be Included in Anti-harassment Training?

Does your organization provide anti-harassment training for employees and managers? One of the main reasons anti-harassment training is important is that employers have an obligation to provide a safe workplace—one that is free of harassment. If an employer does not take proactive steps to ensure such an environment, that employer will find it much more difficult to defend itself in a harassment claim. In fact, the lack of any preventive measures against harassment can be judged as negligence, in some cases.

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Supervisor Training: Preventing Sexual Harassment

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?

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Vicarious Employer Liability for Workplace Harassment: Who Is a Supervisor?

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.

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The 5 R’s of Harassment Avoidance

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.

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‘Ever Since I Made a Complaint, No One Talks to Me’

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.

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Think There Are No Laws Against Bullying?

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.

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When Power Is at a Peak—DO NOT TOUCH

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.

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We Subject Employees to Abuse Regardless of Gender, Race, or Age

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?

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