Once an employer knows or has reason to know about alleged harassment, it has an obligation to promptly remedy the hostile work environment, even if the offensive conduct occurred wholly offsite, online, or off-duty. This...more
10/3/2024
/ Anti-Harassment Policies ,
Civil Rights Act ,
Employee Misconduct ,
Employee Training ,
Employer Liability Issues ,
Employment Litigation ,
Employment Policies ,
Hostile Environment ,
Off-Duty Employees ,
Policies and Procedures ,
Reporting Requirements ,
Social Media Policy ,
Social Networks ,
Title VII
People in the workplace communicate more often and via more methods than ever before. Quite often, many of these methods of communication—emails, text messages, and instant messages on platforms like Slack or social media—are...more
4/26/2024
/ Electronic Communications ,
Email ,
Employee Training ,
Employees ,
Employer Liability Issues ,
Employment Litigation ,
Instant Messaging Apps ,
Managers ,
Mobile Apps ,
Supervisors ,
Text Messages ,
Workplace Communication ,
Written Communications
As a result of troubling personal accounts of sexual harassment that have permeated coverage on national media outlets and our social media accounts during the past few months, employers may appropriately question whether...more
12/29/2017
/ Anti-Harassment Policies ,
Complaint Procedures ,
Corporate Counsel ,
Corporate Culture ,
Employee Training ,
Employer Liability Issues ,
Employment Policies ,
Equal Employment Opportunity Commission (EEOC) ,
Harassment ,
Risk Assessment ,
Sexual Harassment ,
Young Lawyers