Traliant’s Post

𝐓𝐡𝐞 𝐔𝐒 𝐄𝐪𝐮𝐚𝐥 𝐄𝐦𝐩𝐥𝐨𝐲𝐦𝐞𝐧𝐭 𝐎𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐲 𝐂𝐨𝐦𝐦𝐢𝐬𝐬𝐢𝐨𝐧 (𝐄𝐄𝐎𝐂) 𝐡𝐚𝐬 𝐫𝐞𝐥𝐞𝐚𝐬𝐞𝐝 𝐚 𝐝𝐫𝐚𝐟𝐭 𝐨𝐟 𝐢𝐭𝐬 "𝐄𝐧𝐟𝐨𝐫𝐜𝐞𝐦𝐞𝐧𝐭 𝐆𝐮𝐢𝐝𝐚𝐧𝐜𝐞 𝐨𝐧 𝐇𝐚𝐫𝐚𝐬𝐬𝐦𝐞𝐧𝐭 𝐢𝐧 𝐭𝐡𝐞 𝐖𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞" 𝐟𝐨𝐫 𝐩𝐮𝐛𝐥𝐢𝐜 𝐫𝐞𝐯𝐢𝐞𝐰 𝐚𝐧𝐝 𝐜𝐨𝐦𝐦𝐞𝐧𝐭. This proposed guidance outlines the legal standards and employer responsibilities related to harassment claims under federal employment discrimination laws enforced by the EEOC. These laws protect employees from harassment based on various factors, including race, colour, religion, sex (including sexual orientation, transgender status, and pregnancy), national origin, disability, age (40 and older), or genetic information. Harassment is a serious issue in the workplace, with over one-third of charges received by the EEOC between fiscal years 2016 and 2022, including allegations of harassment. The public can submit feedback on the proposed guidance, which will be shared on the official EEOC website. More information can be found at the link provided. 𝐑𝐞𝐚𝐝 𝐡𝐞𝐫𝐞- https://lnkd.in/diQ7PDsE 𝐒𝐨𝐮𝐫𝐜𝐞- 𝐔𝐒 𝐄𝐄𝐎𝐂 𝐍𝐞𝐰𝐬𝐫𝐨𝐨𝐦 #eeoc #equalemploymentopportunitycommission #harassment #guidance #workplace #employment #strategicenforcementplan #federallaws #workplaceproblem #employer #employee

The EEOC has issued updated guidance on workplace harassment, addressing persistent issues and incorporating recent legal developments and societal changes. The guidance highlights the importance of robust anti-harassment policies in organizations, citing 35 percent of discrimination claims filed between fiscal years 2018 and 2022 included allegations of harassment. Employers now have a legal obligation to include sexual orientation and gender identity as protected characteristics. A comprehensive workplace harassment policy is crucial for creating a safe and inclusive environment, covering various forms of harassment and emerging concerns like online harassment and be disseminated widely with considerations of employees languages and literary skills taken into account . By implementing, enforcing, and updating these policies, along with an anti-retaliation policy, organizations can demonstrate their commitment to fostering respect, equity, and inclusion while ensuring the well-being and dignity of their employees. #employeerelations #employmentlaw #dei

𝐓𝐡𝐞 𝐔𝐒 𝐄𝐪𝐮𝐚𝐥 𝐄𝐦𝐩𝐥𝐨𝐲𝐦𝐞𝐧𝐭 𝐎𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐲 𝐂𝐨𝐦𝐦𝐢𝐬𝐬𝐢𝐨𝐧 (𝐄𝐄𝐎𝐂) 𝐡𝐚𝐬 𝐫𝐞𝐥𝐞𝐚𝐬𝐞𝐝 𝐚 𝐝𝐫𝐚𝐟𝐭 𝐨𝐟 𝐢𝐭𝐬 "𝐄𝐧𝐟𝐨𝐫𝐜𝐞𝐦𝐞𝐧𝐭 𝐆𝐮𝐢𝐝𝐚𝐧𝐜𝐞 𝐨𝐧 𝐇𝐚𝐫𝐚𝐬𝐬𝐦𝐞𝐧𝐭 𝐢𝐧 𝐭𝐡𝐞 𝐖𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞" 𝐟𝐨𝐫 𝐩𝐮𝐛𝐥𝐢𝐜 𝐫𝐞𝐯𝐢𝐞𝐰 𝐚𝐧𝐝 𝐜𝐨𝐦𝐦𝐞𝐧𝐭. This proposed guidance outlines the legal standards and employer responsibilities related to harassment claims under federal employment discrimination laws enforced by the EEOC. These laws protect employees from harassment based on various factors, including race, colour, religion, sex (including sexual orientation, transgender status, and pregnancy), national origin, disability, age (40 and older), or genetic information. Harassment is a serious issue in the workplace, with over one-third of charges received by the EEOC between fiscal years 2016 and 2022, including allegations of harassment. The public can submit feedback on the proposed guidance, which will be shared on the official EEOC website. More information can be found at the link provided. 𝐑𝐞𝐚𝐝 𝐡𝐞𝐫𝐞- https://lnkd.in/eEvyRTGe 𝐒𝐨𝐮𝐫𝐜𝐞- 𝐔𝐒 𝐄𝐄𝐎𝐂 𝐍𝐞𝐰𝐬𝐫𝐨𝐨𝐦 #eeoc #equalemploymentopportunitycommission #harassment #guidance #workplace #employment #strategicenforcementplan #federallaws #workplaceproblem #employer #employee

It is your duty as an employer to ensure that there is no sexual harassment at work. Not only is this your legal duty, but it is also a wise commercial move. Allowing sexual harassment to proliferate at work will cost you dearly in the form of lawsuits, reduced productivity, and bad employee morale. Sexual harassment is forbidden by the same laws that forbid gender discrimination. The primary federal legislation that forbids sexual harassment is Title VII of the Civil Rights Act. Shadowfax as an organisation take serious measures and steps against any kind of sexual harassment for both the genders in workplace. #sexualharassmentact #workplacesafety #poshawareness

Sexual harassment is defined by unwelcome sexual conduct or advances, which can occur regardless of an individual's sexual orientation. It's essential for HR to address such misconceptions, conduct thorough investigations, and take appropriate action to prevent and address harassment, irrespective of the sexual orientations involved. #WorkplaceEquality #PreventHarassment #InclusiveCulture #HRResponsibility #NoExcuseForHarassment Read more: https://lnkd.in/eCNn4RyP

Since the Respect@Work Report recommendations, there have been legislative, policy and practice changes in relation to sex discrimination and sexual harassment. We can all contribute to the goal of eliminating harassment and violence in our communities and in our workplaces. In this webinar, we outline the changes to legislation, review existing legislation and share with participants the meaning of these changes in the workplace, with the team from Working Women Queensland. Basic Rights Queensland https://lnkd.in/ecUfg7Qz

🎶 🎄 🎁 On the 9th day of Christmas…. You know how the song goes! 🎶 🎄🎁 Well here’s the 12 days of Employment Law for you, a different fact for each day… 9️⃣ Did you know❓there are 9️⃣ types of protected characteristics that employees are safeguarded from discrimination? These include age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. Our on-site training can help you and your management team understand how to maintain equality in the workplace and prevent bullying and harassment. Recent attendees have said it "opened their eyes" and they "learned things they would never have thought of." Contact us for more information. #employmentlaw #hrcompliance #ABCHR #12daysofChristmas #HRforSMEs #hrconsultancy #equalityact2010 #discrimination #bullying #harassment

Positive duty regulations will go into effect from tomorrow to eliminate unlawful sex discrimination and related conduct in the workplace. The Australian Human Rights Commission is hosting an informational webinar on the positive duty and their approach to regulation and compliance. Have you registered? Join a panel of experts on 12 December for an in-depth exploration of the positive duty under the Sex Discrimination Act, the AHRC’s compliance and enforcement policy, and the focus on creating long-term and systemic change in the landscape of workplace sexual harassment and other unlawful behaviour. Key Topics: * Why Positive Duty Matters * Overview of Positive Duty and AHRC Resources * The AHRC's Approach to Compliance and Enforcement RSVP here: https://ow.ly/KZtj50QgEn6 To learn more about positive duty, head here: https://ow.ly/svJ150QgEn7 #PositiveDuty #InclusiveWorkplaces #RespectAtWork #WorkplaceCulture #InclusiveLeadership #Leadership #BusinessAustralia

The POSH Act itself is not gender-neutral,         but it does not prevent an organization from having a gender-neutral POSH policy.   -      Organizations can begin by making the Prevention of Sexual Harassment (POSH) Policy gender-neutral. -      This way anyone who faces sexual harassment can file a complaint. -      The POSH  Act places an obligation on employers to ensure a safe workplace and address complaints of sexual harassment promptly and effectively. -      Employers are expected to prevent and address sexual harassment, including taking action when male employees are victims. -        Thus, the POSH Act provides protection for both men and women in the workplace.     Your thoughts/Comments/ Insights padmashakti consultancy #poshact #Harassmentfreeworkplace #equalityforall #SRHR #inclusion  

Legal Momentum, the Women's Legal Defense and Education Fund, celebrates the updated guidance on workplace harassment that the EEOC issued on April 29, 2024. No one should experience harassment based on sex or other protected characteristics, or be made to feel unsafe, at work. The guidance recognizes that prohibited sex harassment encompasses harassment based on pregnancy, childbirth, and related medical conditions—including abortion—as well sexual orientation and gender identity. Positively, the guidance includes examples illustrating the myriad ways that workplace sex harassment can manifest. We were especially glad to see that the EEOC made changes to the final guidance in line with comments Legal Momentum and our partners (Futures Without Violence & Legal Aid at Work) submitted emphasizing how sex harassment includes the harassment of victims of domestic violence and other forms of gender-based violence. As the guidance acknowledges and illustrates, sex-based harassment includes harassment based on stereotypes about victims of gender-based violence, who are often pushed out of the workplace at the time when they most need to work. This guidance will promote safe, inclusive, and respectful workplaces for survivors and all workers. #EEOC #genderbasedviolence #sexbasedharassment #workerrights #safeworkplaces #justice #genderequality