Berg Hill Greenleaf Ruscitti LLP’s Post

The Equal Employment Opportunity Commission (#EEOC) has issued its new "Enforcement Guidance on Harassment in the Workplace," replacing its previous guidance from 25 years ago. While not legally binding, this guidance offers crucial insights into the EEOC's interpretation of federal laws against harassment. Employers are advised to review the new guidance, update their policies, and consider additional training for supervisors to prevent harassment in the workplace. Thompson Coburn's labor and employment attorneys Susan Lorenc and Amy Oslica Dougherty explain the guidance and what’s next for #employers. Check out the full alert here: https://bit.ly/4a8gKMy #laborlaw #employmentlaw #EEOC #enforcementguidance #workplaceharrassment

On April 29, 2024, the Equal Employment Opportunity Commission finalized its #harassment guidelines that supersede previous editions and address #genderidentity, #socialmedia and #telework. We detail how harassment and #workplacemisconduct claims are evaluated, updated #TitleVII protections, #employer liabilities and approaches for #comliance. #laborlaw #employmentlaw

Even as the world of work evolves, New Jersey’s Diane B. Allen Equal Pay Act remains the go-to guidance for #employers determined to ensure fair treatment, says Einhorn Barbarito Frost & Botwinick employment lawyer Timothy Ford. In his most recent New Jersey Business Magazine feature, Tim outlines how this 2018 legislation is still applicable and effective – even in a #hybrid workplace and a working society with increased awareness, training and sensitivity to #harassment and #discrimination scenarios. To read the entire New Jersey Equal Pay Legislation: Combatting Workplace Harassment and Discrimination article, please visit https://lnkd.in/g6naBG3W. #EinhornBarbarito #EmploymentLaw #EmploymentLawyer #Equity #EqualPay

After almost a decade of efforts to update its harassment guidelines, the EEOC’s new guidance delves into topics that are most relevant to the modern workforce. The guidance sets forth the EEOC’s position on its definition of “protected characteristics” and identifies workplace behaviors that rise to the level of harassment. Check out this Dykema Labor and Employment Law Blog post by Abad Lopez and Nicholas (Nick) Ustaski. #EEOC #WorkplaceHarassment #LaborLaw #EmploymentLaw #LaborAndEmployment.

The U.S. Equal Employment Opportunity Commission has issued new enforcement guidance on harassment in the workplace, its first guidance on this subject in 25 years. This Covington & Burling LLP blog highlights the key takeaways. https://okt.to/j0z7wO

Employers, here is an important read regarding the EEOC and how to ensure your business is in compliance with recent updates.

On April 29, 2024, the U.S. Equal Employment Opportunity Commission (“EEOC”) finalized its long-awaited Enforcement Guidance on Harassment in the Workplace. The new guidance consolidates and supersedes several earlier versions of federal guidance on this subject and serves as a single unified source regarding the EEOC’s enforcement of federal laws intended to protect employees from workplace harassment. To view this Special Bulletin in its entirety, please click the below link: #law #legal #employmentlawyer #attorney #employmentlaw #lawyer #laborrelations #hr #humanresources #californialawyer #employment #work #harassment #eeoc #workplaceharassment #protections

Understanding the Title VII of the Civil Rights Act of 1964 as an employee As an employee, it is essential to understand employment laws and how they protect you from criminal discrimination, job insecurities, underpayment, ill-treatments, and other forms of workplace abuse. One significant Act that all employees should understand is Title VII of the Civil Rights Act of 1964.

Every few years, the EEOC lays out a road map of its enforcement priorities. There's a lot in here, but I'd recommend businesses make sure they are squared away on pay equity, policies and procedures for workplace investigations (e.g. investigating and resolving complaints of sexual harassment), and hiring practices. On that last point: as long as AI is a hot-button issue (so for the foreseeable future), there will be vendors who promise it will magically solve your recruitment and hiring problems. Could it? Maybe. Could it also inadvertently expose you to a disparate impact discrimination lawsuit? Almost certainly. https://lnkd.in/gc4REQPX

Employers, here is an important update from the Equal Employment Opportunity Commission. The EEOC has released final guidance on workplace harassment, providing employers with a comprehensive resource on legal standards and liability under federal employment discrimination laws. https://lnkd.in/evqGTxrM SCOPE OF THE PROBLEM: Between fiscal years 2016 and 2023, more than a third of all discrimination charges received by the EEOC included an allegation of harassment. Harassment has been alleged in over half of federal sector equal employment opportunity complaints since fiscal year 2018 WHAT HAS CHANGED: The guidance reflects notable changes in the law, including the Supreme Court's decision in Bostock v. Clayton County, which held that Title VII of the Civil Rights Act of 1964 prohibits discrimination in employment based on sexual orientation and gender identity, and addresses emerging issues such as online harassment. NEXT STEPS: For a detailed breakdown of the changes and how to ensure compliance with these updates, feel free to reach out to us anytime. #WorkplaceHarassment #EEOC #HRCompliance #WorkplaceSafety #RespectfulWorkplace #EmployeeWellbeing