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Sexual harassment in the workplace in US labor law has been considered a form of discrimination on the basis of sex in the United States since the mid-1970s. [1] [2] There are two forms of sexual harassment recognized by United States law: quid pro quo sexual harassment (requiring an employee to tolerate sexual harassment to keep their job, receive a tangible benefit, or avoid punishment) and ...
The case was about retaliation, not sexual harassment, so Hubbard had to prove there was a causal relationship between Mike’s whistleblowing and HSBC’s actions against him. While several of the most sordid details were revealed—Eileen offering Jill to clients and executives, the breast-flashing incident—they were not the focus of the trial.
Anti-sexual harassment training programs have little evidence of effectiveness and "Some studies suggest that training may in fact backfire, reinforcing gendered stereotypes that place women at a disadvantage". [109] The use of audio and video recording can help in preventing sexual harassment in the workplace. [110]
The complaint describes male employees playing video games during work hours while delegating their job to women employees, engaging in sexual banter and making advances towards female colleagues, and joking about rape. [1] Prominent executives and creators at the company allegedly "engaged in blatant sexual harassment without repercussions". [21]
The EEOC is a bipartisan agency under the Department of Labor that was created by the Civil Rights Act of 1964 to administer and enforce anti-discrimination protections in the workplace.
Clayton County and R.G. & G.R. Harris Funeral Homes Inc. v. Equal Employment Opportunity Commission (2020), employment protections for LGBT people were patchwork; several states and localities explicitly prohibit harassment and bias in employment decisions on the basis of sexual orientation and/or gender identity, although some only cover ...
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