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Sexual Harassment: Some Preventive Measures
SEXUAL HARASSMENT: SOME PREVENTIVE MEASURES ... shift the liability for third-party sexual harassment or discrimination to the vendor ...

...hed physical job requirements.(8) Sexual Harassment Sexual harassment in employment is a hot leg...ptr.2d. Barbara Lindemann et al, Sexual Harassment.

... to making employment decisions based on merit and value. [Company Name] is committed to complying with all Federal, State, and local laws providing Equal Employment Opportunities, as well as all laws related to terms and conditions of employment. [Company Name] desires to keep a work environment which is free of harassment or discrimination because of sex, race, religion, color, national origin, sexual orientation, physical or mental disability, marital status, age or any other status protected by Federal, State or local laws. We value diversity and are willing to employ men and women of all ethnic and racial groups, ranging in age from the teens to the sixties and older, and representing a broad spectrum of religions and national origins. The company will make every reasonable effort to accommodate ... Library Immerse yourself in our stacks. Take some time and browse through our library. We have thousands of articles, checklists, tip sheets, sales letters, and more! Communications Marketing Customer Service Planning Finance/Accounting Risk Management Human Resources Selling Legal and E&O Technology Life/Financial Services Glossaries Management Resources & Links Categories Popular Recent All Back Sample Eeoc Statement And Policy Prohibiting Illegal Discrimination And Harassment 4/30/2013 10:39:13 PM by CompleteMarkets Editor This content has not been rated yet. EEOC STATEMENT AND POLICY PROHIBITING ILLEGAL DISCRIMINATION AND HARASSMENT [Company Name] is committed to the principals of Equal Employment Opportunity and is committed to making employment decisions based on merit and value. [Company Name] is committed to complying with all Federal, State, and local laws ...

...religion, color, national origin, sexual orientation, physical or mental disab... to, any form of discrimination or harassment should immediately notify their ...

... PR Newsletters Employees Articles Blog Photos Group Connections Reviews IMMS Library Immerse yourself in our stacks. Take some time and browse through our library. We have thousands of articles, checklists, tip sheets, sales letters, and more! Communications Marketing Customer Service Planning Finance/Accounting Risk Management Human Resources Selling Legal and E&O Technology Life/Financial Services Glossaries Management Resources & Links Categories Popular Recent All sexual harassment Articles tagged with sexual harassment Back Ada Claims Being Brought For Hostile Environment' This content has not been rated yet. Don Phin 2/24/2015 12:00:00 AM ADA CLAIMS BEING BROUGHT FOR HOSTILE ENVIRONMENT' by Donald Phin Courts across the country are now starting to grant hostile work environment' claims under the ADA, even under circu.. All Articles by Don Phin ... (0 ) Are You Offering Employment Practices Liability Insurance? This content has not been rated yet. CompleteMarkets Editor , Curtis Pearsall 4/30/2013 10:44:07 PM ARE YOU OFFERING EMPLOYMENT PRACTICES LIABILITY INSURANCE? by Curtis Pearsall Claims alleging wrongful employment practices have undoubtedly increased significantly over the last decade. According t.. All Articles by CompleteMarkets Editor Comments (0 ) Banning Camera Phones In The Workplace This content has not been rated yet. Don Phin 1/7 /2015 12:00:00 AM BANNING CAMERA PHONES IN THE WORKPLACE by Don Phin More and more companies are restricting employee use of personal cell phone cameras at the office for fear that the ubiquitous camera ph.. All Articles by Don Phin Comments (0 ) Follow Smart Hiring Practices This content has not been ...

...offensive, derogatory, off-color, sexual in content, or otherwise inappropriat...on their race, national origin, sex, sexual orientation, age, religious belief...

... not been rated yet. These hiring guidelines can help protect your business against the "growth industry" of employment-related litigation. Today, every business faces not only the traditional challenges of competition and rapidly changing technology, but a relatively new category of potential adversary — workers hitting them with employment-related claims. Not-for-profit corporations, public entities, and private businesses alike are experiencing an explosion of litigation alleging: Discrimination Sexual Harassment Wrongful discharge Wage and hour disputes Negligent hiring, retention, and supervision Failure to provide benefits Violations of federal and state leave-of-absence laws Whether companies win or lose such suits, they'll divert time, money, and energy from growing sales and earnings. In one Southern California lawsuit, an openly gay grocery store night manager claimed he was wrongfully terminated because of upper management's discriminatory anti-gay practices. The ... denied the allegations and said the manager was fired because he violated the store's zero-tolerance policy on sexual harassment. He was suspended after a stock clerk accused him of trying to fondle him; other employees provided signed statements accusing the manager of conduct ranging from mild sexual innuendo to fondling and propositioning employees. Even if the store wins the suit, it will have lost hundreds of thousands of dollars on lawyers' fees and its public image will suffer. If it loses the suit, the verdict could be in the millions. Only 5% of the workforce is responsible for 95% of employment-related litigation. Most of those 5% have victim mentalities. They believe that they're entitled to a job and salary regardless of their performance; they blame others for their shortcomings; or they refuse to accept responsibility ...

... years 1990 to 1993- the Equal Opportunity Commission (EEOC) and the Fair Employment Practices Agencies (FEPAs) have recovered over $735 million from employers for violations of employment law. In 1994, a California State court in Los Angeles awarded nearly $90 million to two former Hughes Aircraft engineers because of discrimination. Even the largest law firm in the world found itself the target of an embarrassing sexual harassment suit. Today's businesses face not only the traditional obstacles of competition and keeping up with advances in technology, but must now face a whole new breed of potential adversary: one's own workforce. Even the best-run of companies are experiencing an explosion of employment-related claims. These can include: Wrongful discharge litigation Discrimination and sexual harassment claims Allegations of negligent hiring, retention, and supervision Wage and hour ... Fringe benefit claims Increased unemployment, disability and Workers Compensation claims Unintended violations of Federal and state leave-of-absence laws Human resource professionals have known for years that communication of the employer's rules, policies, and procedures to the employees, as well as an early intervention in employment disputes or complaints, are effective in limiting both the frequency and severity of suits. Now employment practices liability insurance (EPLI) can augment these traditional preventive tactics. Combined with insurance, loss prevention, post-incident investigation, and thorough follow-up can act to form a three-legged stool of protection against employment-related claims. Here are a few tips to consider when developing your own defensive strategies. LEG ONE: PREVENTION TECHNIQUES While the incidence of employment-related claims has increased dramatically in recent years, one encouraging aspect regarding such claims is that both frequency and severity ...

...tive remarks or unwanted sexual advances to your receptionist. One of...ures, the receptionist could bring a sexual harassment suit against the employer. In a 1992 sexual harassment case, a casino worker alleged th...

...leging: Discrimination Sexual Harassment Wrongful discharge ... employment-related claims based on sexual harassment and discrimination, wrongful ter...