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Sexual harassment in the workplace in US labor law has been considered a form of discrimination on the basis of sex in the United States since the mid-1970s. [1] [2] There are two forms of sexual harassment recognized by United States law: quid pro quo sexual harassment (requiring an employee to tolerate sexual harassment to keep their job, receive a tangible benefit, or avoid punishment) and ...
Takeaways as New York implements its new sexual harassment law, and California's governor signs a suite of #MeToo-inspired bills. Plus: Uber faces a new worker-classification test, and scroll down ...
On Monday, 1,500 former congressional aides signed an open letter calling for mandatory sexual harassment training for all lawmakers and staff and for a stronger system to handle allegations of abuse.
Most notably, companies in the financial, healthcare and education sectors - who face stringent regulations - and publicly regulated companies have taken the lead by instituting firm-wide compliance training programs. For example, WalMart would be required to train their employees on sexual harassment, data security, anti-harassment, and more.
Mention a mandatory sexual harassment meeting. "Nobody ever wants to sit through that three-hour seminar of old, grainy videos and lectures," says human resource manager Karen Holt.
A common misconception about workplace harassment is that workplace harassment is simply sexual harassment in the context of a workplace. [10] While sexual harassment is a form of workplace harassment, the United States Department of Labor defines workplace harassment as being more than just sexual harassment. [10] "It may entail quid pro quo ...
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