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Topic: AB 1825 - California Sexual Harassment Training
Stunning $168 Million Jury Verdict Sends Strong Message to Employers
Posted by Shanti Atkins
Complaints about the high cost of medical care and insurance are commonplace. Our medical bills are often unpredictable and outlandish. And many Americans struggle to pay for the medical services they really need.
But this time, it’s a hospital and some raunchy doctors that are stuck with a bill that’s enormous and unprecedented.
A California jury on Thursday handed down a stunning $168 million verdict (possibly the largest single plaintiff verdict in U.S. history) in a sexual harassment and retaliation case¬. This jury sent an incredibly strong message to employers across the country—take sexual harassment and retaliation seriously or pay the price.
Nothing is Private: Lessons Learned from “Weinergate”
Posted by Shanti Atkins
After a week of insisting that a hacker was responsible for a lewd picture sent to a Washington state college student , Congressmen Anthony Weiner has finally confessed to tweeting the photo himself. To make matters worse, Weiner also admits he has had online exchanges with several women, some of unknown age but according to Wiener, “they're all adults, at least to the best of my knowledge."
The Top 5 Harassment Training Trends - Trend 5: Male on Male Harassment
Posted by Shanti Atkins
Each day this week I am blogging about one of the 5 latest workplace trends impacting harassment claims. We’ve covered retaliation, Web 2.0, religious harassment and contingent workers. Last on the list: male-on-male harassment.
(I also spoke with Littler Shareholder Margaret Hart Edwards about this subject. Click here to view the video.)
The Top 5 Harassment Trends - Trend 4: Contingent Workers
Posted by Shanti Atkins
Each day this week I am blogging about one of the 5 latest workplace trends impacting harassment claims. We’ve covered retaliation, Web 2.0 and religious harassment. Next up? Contingent Workers.
The Top 5 Harassment Trends - Trend 3: Religious Harassment
Posted by Shanti Atkins
Each day this week I am blogging about one of the 5 latest workplace trends impacting harassment claims. We've covered retaliation and Web 2.0. Next up? Religious harassment. (I also discussed this topic with Littler Shareholder Margaret Hart Edwards. Click here to watch.)
The Top 5 Harassment Trends - Trend 2: Web 2.0
Posted by Shanti Atkins
Each day this week I am blogging about one of the 5 latest workplace trends impacting harassment claims. Yesterday, I covered retaliation - next up: Web 2.0.
The Top 5 Harassment Trends – Trend 1: Retaliation
Posted by Shanti Atkins
2011 is an AB 1825 retrain year and sexual harassment training is top of mind for employers doing business in California. While AB 1825 requires any organization that does business in California, and that has more than 50 employees, to provide 2 hours of sexual harassment training to all California supervisors, every 2 years - training on other forms of harassment, such as race, disability, and religion is essential.
Get Ready For AB 1825: Introducing HarassmentTraining.Com
Posted by Shanti Atkins
It's 2011, an onerous AB 1825 sexual harassment training year for California employers. AB 1825 requires any organization that does business in California, and that has more than 50 employees, to provide 2 hours of sexual harassment training to all California supervisors, every 2 years.
When Cupid’s Arrow Misfires at Work: The Power of a Sexual Harassment Training Shield
Posted by Shanti Atkins
Well Valentine's Day is here, and love is in the air - even at your workplace. Whether it's just casual dating or a serious relationship, reality is that employees are ‘hooking up' on the job more and more these days.
2011 is an AB 1825 Sexual Harassment Training Year - Are you Ready?
Posted by Shanti Atkins
2011 is a sexual harassment prevention "re-train" year for most California employers. The state's strict sexual harassment training law, AB 1825, requires any organization that does business in California, and that has more than 50 employees, to provide 2 hours of sexual harassment training to all California supervisors, every 2 years.
