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📢 EEOC Update: New "Know Your Rights" Anti-Discrimination Poster! 📢 The EEOC has released an updated "Know Your Rights" poster with significant changes: 📄 Clear language & design for easier understanding 🚫 Harassment now clearly listed as prohibited discrimination 🌈 Sex discrimination includes pregnancy, sexual orientation, and gender identity 📲 Quick access via QR code to filing charge instructions 💰 Equal pay Info for federal contractors 🌐 Available in multiple languages starting with English and Spanish Where to Post: 🖥️ Visible areas & digitally on websites for maximum accessibility Compliance: ⏳ Update promptly to avoid fines Quick Tip: Check with your poster subscription service for updates! 🔗 Learn more about this legal update here 👉 https://lnkd.in/e_vSkaSN #EEOC #hrcompliance #workplaceequality #antidiscrimination #hrprofessionals #hr

The global message of #internationalwomensday 's celebrations is that women do not want gift baskets on March 8th, but rather equal pay, fair & equal hiring policies & practises, work atmosphere free of harassment & misogyny. Most organisations have a gender pay gap (male & female employees in the same position with similar or higher experience are not compensated equally). Another important concern is the lack of a proper policy against female harassment in the organisation. The Workplace Harassment Act of 2010 requires that every organisation establish a workplace harassment policy & a three-member committee (with at least one woman on the committee) to address workplace harassment allegations. Non-compliant organisations face legal consequences.

🔍 𝐂𝐥𝐚𝐫𝐢𝐟𝐢𝐜𝐚𝐭𝐢𝐨𝐧 𝐨𝐧 𝐭𝐡𝐞 𝐀𝐩𝐩𝐥𝐢𝐜𝐚𝐛𝐢𝐥𝐢𝐭𝐲 𝐨𝐟 𝐭𝐡𝐞 𝐏𝐨𝐒𝐇 𝐀𝐜𝐭, 𝟐𝟎𝟏𝟑 As per the attached news item, the Hon'ble High Court today pointed out an alleged lacuna in the PoSH Act, 2013, stating that the legislation does not cover sexual harassment faced by women seeking employment. The article quotes the Hon'ble judges as saying, "𝑱𝒐𝒃 𝒔𝒆𝒆𝒌𝒆𝒓𝒔 𝒅𝒐 𝒏𝒐𝒕 𝒄𝒐𝒎𝒆 𝒊𝒏 𝑷𝑶𝑺𝑯 𝑨𝒄𝒕. 𝑯𝒐𝒘 𝒘𝒐𝒖𝒍𝒅 𝑷𝑶𝑺𝑯 𝑨𝒄𝒕 𝒅𝒆𝒂𝒍 𝒊𝒇 𝒔𝒐𝒎𝒆𝒕𝒉𝒊𝒏𝒈 𝒊𝒔 𝒓𝒆𝒍𝒂𝒕𝒊𝒏𝒈 𝒕𝒐 𝒂 𝒘𝒐𝒎𝒂𝒏 𝒘𝒉𝒐 𝒊𝒔 𝒔𝒆𝒆𝒌𝒊𝒏𝒈 𝒂𝒏 𝒆𝒎𝒑𝒍𝒐𝒚𝒎𝒆𝒏𝒕". Respectfully, I disagree with this interpretation. For example, if a woman jobseeker visits the workplace of her prospective employer for the purpose of an interview and she faces harassment from her prospective employer, she is entitled to report the matter under the PoSH Act, 2013. This is because, under the PoSH Act, 2013, the "aggrieved woman" need not be an employee to be a "complainant." ⚖️ I hope this clarification helps the readers and dispels any ambiguity about the scope of protection provided by the PoSH Act, 2013. 𝐒𝐭𝐚𝐲 𝐢𝐧𝐟𝐨𝐫𝐦𝐞𝐝, 𝐬𝐭𝐚𝐲 𝐬𝐚𝐟𝐞!

For the first time in 25 years, the Equal Employment Opportunity Commission updated its “Enforcement Guidance on Harassment in the Workplace,” implementing new guidance for issues arising in modern day work environments, such as protections for LGTBQ+ workers and harassment against remote employees. In their latest article, our attorneys Michelle Olson and Fernanda Contreras, MPA offer insight on how new changes instated by the EEOC will help employers further prevent harassment in the workplace. #EEOC #EqualEmployment #WorkplaceHarassment #LaborLaws

According to a recent survey by Monster, 91% of all employees have experienced discrimination in the workplace. Discrimination in the workplace can come in all shapes and sizes. It could be against race, gender, religion, sexual orientation, disability or even age! So, if you're currently dealing with discrimination in the workplace, here are a few ways to deal with it: 🚨 Address the issue with your HR department 🗒️ Document everything 🧑⚖️ Read through your employee handbook and research local and federal laws 🤗 Seek out a support system 🗣️ Make a formal complaint To discover more ways to deal with discrimination in the workplace, check the article in our comments below. #discrimination #workplace

I had the pleasure of writing this article with Michelle Olson, a wonderful L&E Shareholder in our Chicago office! We discuss the new anti-harassment guidance issued by the EEOC. This is the first update released in 25 years! Please take some time a few minutes and read our article using the link below. If you have any questions, please feel free to reach out!

Today is the International Day for the Elimination of Violence Against Women. Violence comes in many forms, including #discrimination and #harassment in the workplace. Gender-based violence, whether physical or emotional, has no place in any environment—especially at work. At Derek Smith Law Group, we are committed to fighting for victims of workplace harassment, discrimination, and gender-based violence. Every woman deserves to feel safe, respected, and valued. If you’ve experienced workplace violence or discrimination, know that you’re not alone. We’re here to help you seek justice. 📞 Contact us for a free consultation at 800-807-2209 or visit https://bit.ly/2WaBL9D. #EliminateViolence #StopGenderViolence #WorkplaceEquality #EndHarassment #KnowYourRights #DerekSmithLawGroup #InternationalDayForTheEliminationOfViolenceAgainstWomen

This is a very good article, however I would add that it's time for the AHRC to stand up for all employees in all workplaces. In December 2023 the AHRC was given compliance and enforcement powers relating the new positive duty on all employers to take ‘reasonable and proportionate measures’ to eliminate, as far as possible, unlawful sex discrimination, including sexual harassment, sex-based harassment, hostile work environments and victimisation.' A key component to satifsy the positive duty is workplace training that clearly outlines; * What sexual harassment and sex discrimination are. * That they are unlawful * Behavioural expectations * What to do if a person is subjected to or witnesses sexual harassment in the workplace. While some employers have implemented training I suspect that the numbers of employers doing so and being proactive overall is still quiet low. I believe it is time for the AHRC to focus on and use the compliance and enforcement powers after all hitting the bottom line may be a way to get employers who are not taking reasonable and proportionate measures to sit up and take notice and to face up to their responsibilities. As the article points out “The AHRC has the power to conduct an inquiry if it reasonably suspects that an organisation is not complying with the positive duty. It has broad powers to ensure compliance, including demanding the production of documents and evidence. Its power may extend to obtaining evidence of women, notwithstanding that they have signed NDAs. The time has come for the AHRC to support the women in commercial television. They shouldn’t have to fight this battle on their own.” I believe that this applies to all workplaces. https://lnkd.in/gdCPViEC If you need assiatnce with workplace sexual harassment training please contact me phil@awpti.com.au or check out this page on my website - https://lnkd.in/eUCvryP3 #Hr #Humanresouces #Hrmanager #training #positiveduty #dutyofcare #sexualharassment #workplacesexualharassment

Last month the Equal Employment Opportunity Commission (EEOC) released updated guidance on workplace harassment. The last time the EEOC released guidance on harassment was decades ago, in 1999, and a lot has changed in 25 years. This long-awaited update acknowledges many changes in the law, including that workplace harassment can include sex-based harassment such as misgendering a worker or preventing an employee from accessing a bathroom that aligns with their gender identity, and it addresses harassment in virtual environments, including email usage and targeting on social media. Read more here: https://bit.ly/3KplfI6 #harassment #hrlaw #employmentlaw

TW: How do you deal with sexual harassment in the workplace? What about sexual assault? What about unequal pay and progression? I’ve spoken to an upsetting number of females in the industry who have faced these issues. With serious sexual assault being extremely common. Me and Shweta Prabhakar talk about some of the dark experiences women often face in recruitment. These things are usually swept under the rug, and not dealt with. Often, managers have no idea how to deal with it. Often females in the workplace feel no one can help them. They are worried that reporting it will affect their job security and about the backlash they may receive. Yes, these things can happen to anyone of any gender. And yes, they can happen in any industry. But today we are talking about how it happens to women in recruitment agencies. What can you do better when these things happen? How can you help to make it happen less? Share your thoughts in the comments and come back next week when we focus on making things better for women in business! (You can also find more information via the links in the comments including government and union surveys on sexual harassment, and support available specifically to women who have experienced it.) #womeninbusiness #recruitment #recruiters #inequality #harrassment