Federal law prohibits sexual orientation and gender identity (SOGI) discrimination in any aspect of employment whether discrimination takes place as part of the hiring process, the assignment of job positions, promotions, terminations, or any other condition of employment. It is also unlawful to subject employees to workplace harassment that creates a hostile work environment based… [Read More]
Iowa Employee Alleges Sexual Harassment
An Iowa Department of Human Services caseworker was in court alleging that, over a period of several years, supervisors at the agency engaged in sexual harassment in the workplace. The employee claims that the harassment continued despite her repeated complaints. Fortunately, the employee documented incidents of the alleged sex discrimination – what was said and… [Read More]
What Constitutes Workplace Sexual Harassment?
A common misconception regarding sexual harassment is that an isolated incident of inappropriate conduct is enough to show sexual harassment has occurred. In reality, for words or actions to constitute sexual harassment, the harassment must be severe or pervasive enough that it interferes with a victims work environment, affecting the terms of their employment, or… [Read More]
Supreme Court Considers Transgender Employment Rights
In a question that has divided the nations lower courts, the U.S. Supreme Court has agreed to rule on whether Title VII of the civil rights act prohibiting sex discrimination in the workplace also extends protection to discrimination based on sexual orientation. Federal law forbids employment discrimination on the basis of race, color religion, national… [Read More]
Pervasive Workplace Sexual Harassment in Medicine
More than 1 in 10 female doctors and over 15 percent of all female residents have experienced sexual harassment within the last 3 years according to a Medscape Sexual Harassment of Physicians 2018 Report. Roughly half of the doctors reporting said that the person that harassed them was another physician. Unfortunately, sexual harassment against women… [Read More]
Arbitration in Sexual Harassment Cases
Arbitration in sexual harassment cases favors business by keeping companies out of court and the public eye. Instead of a judge and jury, an arbitrator is in the driver’s seat who typically awards smaller sums to victims. Because the process is confidential, even if harassers are shown the door, they can easily move to other… [Read More]
When Employers Ignore Sexual Harassment Complaints
When employers receive sexual harassment complaints about star employees, recent revelations about abuse across the country point to a common reaction: brush it aside, keep it quiet, and silence the victim through retaliation. After all, there is money to be made and who can afford to lose a rain maker. What many corporations and managers… [Read More]
EEOC Holding Companies Accountable for Sex Discrimination & Harassment
The U.S. Equal Employment Opportunity Commission or EEOC is responsible for enforcing federal laws pertaining to illegal discrimination or harassment based on sex. In light of the #MeToo and #TimesUp sex discrimination and harassment movements, the EEOC has renewed their efforts to stop this type of workplace harassment in its tracks. Just recently the commission… [Read More]
Zero Tolerance for Iowa Sexual Harassment
The national spotlight on sexual harassment in the workplace has resulted in more employees coming forward, sending a message that it is not going to be tolerated. Iowa is no exception, with state legislators and the Governor leading the charge by enacting a zero tolerance policy for sexual harassment in the statehouse. The fervor to… [Read More]
Taking a Stand on Workplace Sexual Harassment
The frequency of sexual harassment in the workplace is hard to pin down, but a recent study conducted by the Equal Employment Opportunity Commission (EEOC) reveals that anywhere from 25 percent to 85 percent of women are subject to harassment and many men acknowledge they see sexual harassment occur. Proponents for change believe that the… [Read More]
