Category Archives: Sexual Harassment

Valentine’s Day Regrettable Bad Influence at The Workplace.

14 Saturday Feb 2015

Posted by in EEOC, Employment Law, Harassment, Sexual Harassment

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More Examples of Why Valentine’s Day is a Bad Day for Employers, by Daniel Schwartz, Connecticut Employment Law Blog

http://tinyurl.com/pnzmh49

A little something for Valentine’s Day. -CCE

Two years ago, I wrote of the perils of Valentine’s Day.  While it may be a day for lovers, it is also a day where people do crazy (read: stupid) things.

I am not talking about Crazy. Stupid. Love. (Good movie, silly name.)

I’m talking about things that can lead to a sexual harassment lawsuit.

Not convinced? Well, since 2011, there are still more cases that have arisen where Valentine’s Day figures prominently. Here are two prime examples. . . .

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Note Limited Time to File Employment Discrimination Charge!

14 Saturday Jun 2014

Posted by in Anti-Retaliation, Bullying, Disabilities, EEOC, Employment Law, Fair Labor Standards Act, Gender Discrimination, Harassment, Hostile Work Environment, Minimum Wage, Overtime, Pregnancy Discrimination, Race Discrimination, Sexual Harassment, Wrongful Termination

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Time Limits For Filing A Charge, U.S. Equal Employment Commission

http://www.eeoc.gov/employees/timeliness.cfm

The anti-discrimination laws give you a limited amount of time to file a charge of discrimination. In general, you need to file a charge within 180 calendar days from the day the discrimination took place. The 180 calendar day filing deadline is extended to 300 calendar days if a state or local agency enforces a law that prohibits employment discrimination on the same basis. The rules are slightly different for age discrimination charges. For age discrimination, the filing deadline is only extended to 300 days if there is a state law prohibiting age discrimination in employment and a state agency or authority enforcing that law. The deadline is not extended if only a local law prohibits age discrimination.

Note: Federal employees and job applicants have a different complaint process, and generally must contact an agency EEO Counselor within 45 days. The time limit can be extended under certain circumstances.

Regardless of how much time you have to file, it is best to file as soon as you have decided that is what you would like to do.

Time limits for filing a charge with EEOC generally will not be extended while you attempt to resolve a dispute through another forum such as an internal grievance procedure, a union grievance, arbitration or mediation before filing a charge with EEOC. Other forums for resolution may be pursued at the same time as the processing of the EEOC charge. . . .

New Standard for Proving Sexual Harassment.

27 Sunday Apr 2014

Posted by in Appellate Law, Employment Law, Gender Discrimination, Harassment, Hostile Work Environment, Sexual Harassment

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Two New Cases Demonstrate High Bar For Proving Sexual Harassment, by Parker Poe Adams & Bernstein LLP, Lexology®, in cooperation with Association of Corporate Counsel

http://tinyurl.com/luwkehs

Not all sex-related behavior in the workplace gives rise to an actionable claim for sexual harassment. In order to violate Title VII, the actions complained of must be unwelcomed, and must create a hostile and offensive working environment based on the victim’s gender. Two new federal appellate cases show how alleged workplace behavior can be obnoxious and unwelcomed, and yet still fail to reach this threshold. . . .

Twenty-Five Years Ago, How Sexual Harassment Went Mainstream.

23 Sunday Mar 2014

Posted by in Appellate Law, Employment Law, Sexual Harassment, United States Supreme Court

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New Anita Hill Film Recalls When Sexual Harassment Went Mainstream, by Claire Suddath, Bloomberg Businessweek

http://tinyurl.com/o62jkwl

Twenty-five years ago, a University of Oklahoma Law School professor told the U.S. Senate Judiciary committee about the time her former boss put pubic hair on a Coke can. She talked about the kind of pornography he told her he watched, how he bragged about his penis size, and the 10 or so times he asked her on dates even though he was her boss. At one point, the nickname “Long Dong Silver” came up. For three days in October 1991, all anyone could talk about was Anita Hill, Clarence Thomas, and which one of them was lying.

There was a salacious absurdity to the Anita Hill hearings that, when we look back on them now, makes us cringe. Did we really listen to Senator Howell Heflin, Democrat from Alabama, ask a 35-year-old tenured law professor if she was “a scorned woman?” But sometimes it takes outrageous acts to force us to examine uncomfortable truths. For better or worse, Anita Hill forced America to start thinking about sexual harassment. On March 21, Anita: Speaking Truth to Power, a documentary by Academy Award–winning filmmaker Freida Lee Mock, will make us think about it again. . . .