2011 Harassment Training Year in California

January 19th, 2011 Posted by Derrick

California employers must provide a minimum two-hour training session on preventing in 2011. Under , each is required to train supervisors to avoid sexual harassment in the workplace at least every two years. Employers with 50 or more employees can avoid tracking training of individual employees if they company-wide training for supervisors during one calendar . Because went into effect in 2005, the training takes place in -numbered years for most employers.

 

According to attorney David Goldman, employers should focus particularly on retaliation in the AB 1825 training. That is because complaints of retaliation increased 49% between 2006 and 2009. By comparison, charges of sexual harassment increased only 5% during the same period.

 

In particular, employers need to make supervisors aware that taking any negative action against an who files a discrimination or sexual harassment complaint in good faith is illegal retaliation. Common forms of retaliation can range from ostracizing the employee, to demoting or terminating the employee on trumped-up grounds. when a discrimination complaint is determined to be unfounded, retaliation against the employee is illegal. An employer can legally take negative action only against an employee who is found to have committed fraud when making the complaint of discrimination. 

 

Employers have good reason to focus on prevention of illegal discrimination. The federal EEOC reports that between 2006 and 2009, overall complaints of illegal (more…)

No Comments >> Posted in California,Discrimination,Employment Laws,Hostile Environment,Sexual Harassment
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New York Discrimination Law

June 2nd, 2010 Posted by Cara

Employers in New York City have greater liability for random acts by rouge managers, than in other parts of the country under a recent court ruling that makes it more difficult for employers to defend against charges of .

 

The New York Court of Appeals ruled in Zakrzewska v. the New School that simply having an anti- policy in place is not enough to prevent successful claims. In that suit, Dominika Zakrzewska alleges that she was sexually harassed while a student at The New School. In 2003, Zakrzewska began working in the school computer lab as a freshman. Her immediate supervisor, Kwang-Wen Pan, sent (more…)

6 Comments >> Posted in Employment Laws,Labor and Employment,New York
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New April I-9 Form Deadline

March 27th, 2009 Posted by Cara

The deadline for employers’ compliance with changes to the is April 3, 2009.

 

Essentially, the U.S. Citizenship and immigration Services, the agency in charge, has given employers a several-weeks .

 

Action by the new Presidential administration has helped the cause of those seeking a delay. Numerous and regulatory deadlines put into action by the during its final months were postponed recently. Chief of Staff of the White House, , put out a memo urging federal agencies to take an additional 60 or 90 days to review all of those policies. The intention was to insure that the policies would be consistent with the standards of President Barack Obama.

 

An interim rule published by the in December of 2008 originally required all employers in the U.S. to begin using a new by February 2, 2009. Under the new regulations, (more…)

Comments Off Posted in Federal Labor Laws,Regulations
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New York Conviction Law

October 31st, 2008 Posted by Amelia

Beginning February 1, 2009, every New York must display a poster of the related to .

 

On August 5, 2008, New David Paterson signed legislation that requires employers to post a copy of Article 23 A of the correction relating to the employment of persons with a .

 

Under the new law, which takes effect February 1, 2009, a poster of (more…)

No Comments >> Posted in Compliance Issues,Employer Requirements,Labor Law Posters,New York
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2009 Americans with Disabilities Act Guidelines

October 13th, 2008 Posted by Jolie

The U.S. or EEOC recently  issued a comprehensive question-and- that clarifies performance and issues under , the .

 

The document addressing a wide variety of problems, is available in its entirety at  www.eeoc.gov/facts/performance-conduct.html.

 

Under Title I of the Americans with Disabilities Act, and Section 501 of the Rehabilitation Act , employment discrimination against qualified is prohibited.

 

However, the ADA and Rehabilitation Act generally do not impinge (more…)

No Comments >> Posted in Equal Employment Opportunity,Federal Labor Laws,Regulations
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