Handling Sexual Harassment Involving Non-Employees
Business leaders in the United States recently received a much-needed wakeup call in the form of the #MeToo movement, which brought widespread attention to the issue of sexual harassment and victimization in American workplaces. The issue is present across all industries and every strata of the American economy. It is essential for business leaders to know how to address sexual harassment incidents that arise within their workplaces. However, some business leaders may struggle to discern the appropriate course of action when it comes to sexual harassment issues that arise involving non-employees. It is every business leader’s responsibility to ensure a workplace free of sexual harassment. This not only applies to interactions between employees, but also interactions between employees and business
How Gender-Based Rumors Create a Hostile Work Environment
No good things ever come from gossip. In the case of workplace rumor mills, gossip can harm someone both emotionally and professionally. Every workplace has the duty to ensure a safe environment free from abuse, including gender-based rumors which can contribute to a hostile work environment. Gender-Based Rumors and Sexual Harassment According to the Equal Employment Opportunity Commission (EEOC) sexual harassment in the workplace can include any conduct that creates a hostile or offensive work environment. Examples of sexual harassment can include sexual comments or gender-based rumors regarding an employee. Stating that a woman “slept her way to the top” absolutely constitutes sexual harassment in the workplace. In fact, a California court specifically ruled that when an employer participates in
Reasonable Accommodations for Pregnancy in California
The federal law requires that women be permitted to take 12 weeks of unpaid leave under the Family Medical Care Act if an employer and employee both meet certain guidelines. However, many women choose to work during pregnancy right up until they deliver their child. In many cases, during this time, a woman has medical issues stemming from the pregnancy that prevents her from working in the same way she did previously. California law requires that employers make reasonable accommodations for any pregnant woman in order to give them an opportunity to continue working while pregnant. Understanding Reasonable Accommodations The State of California has established laws that prohibit employers from discriminating against an employee solely based on their physical
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