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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 ...

...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 ...

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

... to be made for them, the area of sexual harassment, and discrimination because of sexual orientation. In addition, the causes ...re being extended protection against sexual harassment in the workplace (6). Employment discrimination because of sexual orientation is illegal in some sta...

...elf the target of an embarrassing sexual harassment suit. Today's businesses ...s Often claims of discrimination, sexual harassment, and wrongful termination contai...

... Recent All Back Preventing Personnel-Related Litigation 4/30/2013 10:44:59 PM by CompleteMarkets Editor , Paige Proctor This content has not been rated yet. PREVENTING PERSONNEL-RELATED LITIGATION by Paige Proctor Over the past several years, we have all assimilated changes in employment-related laws into our thinking. One at a time, we have become aware of the American Disabilities Act, the Family Leave Act, sexual harassment, and a considerable number of subtle but meaningful regulatory and cultural changes. Our awareness has also been heightened about the threat of increasing litigation. I think it's time we all stepped back to take a look at the big picture: the accumulated effect of the laws. A quick checkup for personnel practices may be helpful, just to make sure we are on firm ground. Here is ... series of questions. If you answer no to any one of them, the potential for trouble is brewing in your shop. If you answer no to three or more of these questions, I recommend you get busy with some damage control. Circle Y' for Yes or N' for No in each question: Do you have a personnel handbook that is periodically updated? Do you require your employees to acknowledge in writing that they have read it? Y [ ] N [ ] Does the handbook have a specific policy for each of the following: Sexual harassment Y [ ] N [ ] Substance abuse Y [ ] N [ ] Family Leave Act Y [ ] N [ ] Are you and your managers current and up to date on proper hiring and firing procedures? Y [ ] ...

... year is bringing a greater range of coverage choices and often lower premiums. The limited availability of EPL insurance on an occurrence basis is a recent development. But before switching your clients to occurrence-based EPL insurance, consider the following issues: PRIOR ACTS Prior-acts coverage is a particularly important feature for insureds because many employment claims allege a pattern of wrongdoing that spans more than one year. It's not uncommon for sexual harassment suits and race- and gender-discrimination suits-class-action and individual claims-to allege that wrongful conduct occurred over the course of at least 10 years. Now that prior-acts coverage is widely available, if EPL coverage is written on a claims-made basis, the policyholder can capture the benefits of the most recent policy enhancements. If coverage is written on an occurrence basis, the coverage might not be enhanced from year to ... . Even if coverage is enhanced, it will be available only for the policy period dating from the enhancement. That is, there would be no enhanced coverage for prior acts. Under an occurrence EPL policy, a claim involving alleged wrongful conduct over the period of many years would probably make for complex coverage issues because the acts giving rise to an EPL claim might be covered under one year's policy and not by an earlier one. The result is likely to be coverage gaps and expensive litigation regarding the allocation of claims between covered and non-covered policy periods. The nature of EPL claims and the current state of the EPL market might actually make claims-made insurance more suitable than occurrence-based coverage. INTENTIONAL ACTS Another important advantage that claims-made EPL forms may have over some of the occurrence-based Liability policies endorsed to provide ...