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Sexual Harassment Archives

Sexual harassment bill enacted in California to reduce claims

Those on farms now have to know much more about sexual harassment in the workplace. According to a report, the first of the year marked the start of a new bill, California Senate Bill 1087, which is aimed at reducing the amount of sexual harassment in the agricultural industry.

Seek help after working in a hostile work environment

A hostile work environment is one thing you don't need to put up with at work. You have the right to be treated equally and with respect in the workplace; your workplace should be safe, productive and secure. If you feel endangered at work, then your employer isn't holding up his end of the deal, and you may be able to make him be held liable for the damages and stress he's caused you.

Working in California: What is online sexual harassment?

Were you aware that workplace harassment doesn't only have to happen face-to-face in California? In fact, there doesn't have to be an in-person confrontation at all. The world has lots of modern technology now, so it's possible to face sexual harassment through social media, your cellphone or other devices.

Sexual harassment case claim reaches City of Petaluma

Imagine that you're working a very intense job where concentration is key; what would you do if your day was being disrupted by constant sexual harassment? You could chose to head to court and to file a claim against the company you worked for. One woman has decided to leave her job as a firefighter, because she claims that she was sexually harassed by male colleagues.

California bill aims to stop sexual harassment at farming jobs

Sexual harassment is a serious crime, and if you've been harassed while doing your job, you should have protection against it. If you find that your employer doesn't stop this harassment, you may be able to seek compensation and justice through other means. This news from May 22 reports that a new bill in California would impose sanction for sexually harassing farm workers.

Sexual harassment just the beginning at ABM in California

There are many ways for a person to feel as though sexual harassment has taken place. This story out of California pushes the boundaries of sexual harassment into full on allegations of rape, however. According to the news from May 12, two women have now come forward to say that the company they worked for, ABM, told them not to report alleged rapes to the police. One of the women has sued for sexual harassment and retaliation, and she was awarded $812,000.

Man's sexual harassment case verdict reversed

If you've had a case go to court and didn't win, that isn't the end of the road. You can always appeal the case, like this man did. According to the news from March 30, the man had filed a claim that alleged sexual harassment took place where he worked, but he didn't win. Now, he has in fact won, because a California appellate court reversed the other court's verdict.

'Document everything' is good advice for job harassment victims

A young gay man recently wrote a letter to a columnist anonymously named, as many are, Amy. The young man described working in a hostile work environment created by a sexually harassing boss. Although the sexual harassment had been directed at women in the past, this man said that each day his boss was turning more of this harassment towards him as well.

Federal sex discrimination case: Male's right to wear jewelry at work

In a sexual harassment related case, a federal court in Alabama has permitted a male's sex-bias claim to proceed against a women's accessories company, Charming Charlie, after the company's manager made sexist and sexually harassing comments about men during the hiring process. Thereafter, the company offered the prospective employee a position but failed to give him a start date. The case is Owen v. Charming Charlie, No. 13-S-1009-S, 2013 WL 3968658 (N.D. Ala. July 31, 2013). According to the plaintiff employee, Courtney Owen, a male plaintiff, applied for a retail position at a Charming Charlie store. The manager of the store called him and offered a job interview. During the interview, the manager told Owen that she rarely hires males. Owen claims she further stated that men typically "don't like" the company's policy requiring all sales associates to wear six accessories while working." Owen claims he replied that he had no problem with the six accessory requirement, whereupon the hiring manager stated again that men typically do not like and "can't do" the dress code. She then told Owen that she "might be willing" to hire his on a temporary basis, and that if he followed the dress code, he "might" be hired on a permanent basis. The company sent Owen an offer letter the next day, together with the hiring documents. Owen completed the documents as requested and received a telephone message to join the "set-up team" to prepare for the grand opening of a new store. Owen attempted several times to follow up, but never heard back from the company. Owen then complained for sex discrimination/sexual harassment with the Equal Employment Opportunity Commission (EEOC) for having been denied employment on the basis of sex. Owen alleged in his complaint that "the accessories requirement and other policies have a disparate impact on male applicants and employees and intentionally discriminate against male applicants and employees, without sufficient business justification, and [defendant] knows this. In addition to its policies having a disparate impact and weeding out male applicants, respondent engages in a pattern and practice of intentional discrimination against males in the hiring process and in the terms and conditions of employment of any males who are hired and uses its accessories policy as a pretext for intentional discrimination in hiring and in other terms and conditions of employment."

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