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Posts tagged "sexual harassment"

5 behaviors that are considered sexual harassment in the workplace

Employees often do not fully understand the broad scope of sexual harassment in the workplace. You need to be familiar with Minnesota sexual harassment laws to know if you have a civil case. It includes hostile environment harassment, in which the unwelcome behaviors cause your work environment to become hostile, offensive or intimidating. It also encompasses quid pro qui harassment, in which engaging in unwanted sexual conduct is necessary for you to obtain or retain employment, promotions or raises. The following are five examples of sexual harassment.

Employers held accountable for third party sexual harassment

Not all sexual harassment in the workplace involves coworkers or supervisors. In some instances in Minnesota, the harassment comes from a third party, such as customers, clients, vendors, consultants or other outsiders. However, no matter who performs the harassment, it remains the employer's role to protect the employee.

Work and sexual harassment: How should you handle it?

Sexual harassment remains a common workplace problem, despite the efforts being taken to eliminate it in Minnesota and elsewhere. According to Forbes, less than 30 percent of the women who reported in a survey that they had experienced sexual harassment at work actually did something about it. If you experience anything that you feel is considered sexual harassment, you do have recourse you can take.

Ways to prevent sexual harassment in the workplace

Since the 1960s, sexual harassment has been against the law, but that does not mean it has vanished in Minnesota or elsewhere in the U.S. According to the U.S. Equal Employment Opportunity Commission, the eradication of sexual harassment relies substantially on prevention, including through policies and/or education.   

Common misconceptions about workplace sexual harassment

Unfortunately, sexual harassment is an ongoing problem in workplaces throughout Minnesota and elsewhere. In fact, a 2015 survey by Cosmopolitan magazine of 2,235 women workers between 18 and 34-years-old found that approximately one out of every three has been the victim of workplace sexual harassment. Although this is a well-known issue, workers may not understand what constitutes sexual harassment on-the-job.

Sexual harassment allegations made in lawsuit against snowboarder

People who take a job in Minneapolis have the right to work in a place that is safe and free from harassment. The Equal Employment Opportunity Commission states that to prove sexual harassment, employees must show that they did not encourage the other person’s behavior. This behavior can include verbal or physical harassment that targets the person’s sex, direct solicitation of sexual acts or making sexual overtures. The harasser can be male or female, and it does not always involve two people of different sexes.

Free speech vs, sexual harassment on campuses

Sexual harassment is prohibited in the workplace under the Minnesota Human Rights Act as well as the federal Civil Rights Act of 1964. Both laws describe sexual harassment as falling under an umbrella of behaviors, including requests for sexual favors, undesired sexual advances and sexually-based speech. According to the U.S. Equal Employment Opportunity Commission, employers are required to immediately address the issue to maintain a safe, non-hostile work environment for all workers.

Study: Restaurant workers at increased risk of sexual harassment

While many forms of harassment are prevalent in Minnesota, sexual harassment is one of the largest problems people face at work. At Neaton & Puklich P.L.L.P, our staff often encounter people who have been asked for sexual favors in return for promotions, experience unwanted touching or who are subjected to offensive jokes or comments, all while on the job.

Study: Restaurant workers at increased risk of sexual harassment

While many forms of harassment are prevalent in Minnesota, sexual harassment is one of the largest problems people face at work. At Neaton & Puklich P.L.L.P, our staff often encounter people who have been asked for sexual favors in return for promotions, experience unwanted touching or who are subjected to offensive jokes or comments, all while on the job.

Is my employer liable for non-employee sexual harassment?

When your company takes on employees, it has the legal obligation to maintain a workplace that is free from harassment of all forms. This obligation remains intact for both employees and non-employees alike, and is applicable in situations where the harassment is sexual in nature.