Female x Finance’s Post

Updated and new guidance from the EEOC re harassment in the workplace; key takeaways: 1. employees must be allowed to use the bathroom that matches their gender identity; 2. hostile work environment can include harassment via remote work arrangements; 3. off duty harassment on social media is unlawful if it creates a hostile work environment in the workplace; 4. any conduct off duty or outside the workplace is unlawful if it creates a hostile work environment in the workplace. This is guidance and not legally binding; however, employers should be aware that this guidance establishes the standards which will be applied by the EEOC in its investigations. A for-cause determination by the EEOC that harassment, discrimination, or retaliation occurred is frequently seen as a golden ticket that will get an attorney to take a case and file litigation, versus a no-cause determination. Clocking in at nearly 200 pages, it is not a light read: https://lnkd.in/gGjk597M https://lnkd.in/gtwJVYZ8.

FYI. Also, how do you pronounce “XY”? Asking for a friend. “It’s safe to say that as recently as five years ago most people had never heard the term ‘misgendering’, and could be excused for thinking it described an arcane error in Latin grammar. But, as of this week, failing to respect a queer person’s non-binary pronouns is the newest form of workplace discrimination recognised under the landmark 1964 Civil Rights Act in the United States.” The EEOC guidance (all 189 pages of it) is here: https://lnkd.in/gQcwg98A This will pay the mortgages of many First Amendment lawyers for years to come! :) #workplace #employment #work #employmentlaw #employmentlitigation #hr #humanresources #employmentpolicy #employmentpolicies https://lnkd.in/gW6dtHjv

The Equal Opportunity Commission published its final guidance “Enforcement Guidance on Harassment in the Workplace,” which details the fundamental elements of harassment in the workplace, provides clarifying hypotheticals, incorporates recent case law and addresses subjects such as remote work, abortion rights, and the Me Too movement. Timothy Van Dyck and Chelsie Vokes highlight what employers need to know https://lnkd.in/eYF3UaDs

The Equal Opportunity Commission published its final guidance “Enforcement Guidance on Harassment in the Workplace,” which details the fundamental elements of harassment in the workplace, provides clarifying hypotheticals, incorporates recent case law and addresses subjects such as remote work, abortion rights, and the Me Too movement. Timothy Van Dyck and Chelsie Vokes highlight what employers need to know https://lnkd.in/eYF3UaDs

The Equal Opportunity Commission published its final guidance “Enforcement Guidance on Harassment in the Workplace,” which details the fundamental elements of harassment in the workplace, provides clarifying hypotheticals, incorporates recent case law and addresses subjects such as remote work, abortion rights, and the Me Too movement. Timothy Van Dyck and Chelsie Vokes highlight what employers need to know https://lnkd.in/eYF3UaDs

The Equal Opportunity Commission published its final guidance “Enforcement Guidance on Harassment in the Workplace,” which details the fundamental elements of harassment in the workplace, provides clarifying hypotheticals, incorporates recent case law and addresses subjects such as remote work, abortion rights, and the Me Too movement. Timothy Van Dyck and Chelsie Vokes highlight what employers need to know https://lnkd.in/eYF3UaDs

The Equal Opportunity Commission published its final guidance “Enforcement Guidance on Harassment in the Workplace,” which details the fundamental elements of harassment in the workplace, provides clarifying hypotheticals, incorporates recent case law and addresses subjects such as remote work, abortion rights, and the Me Too movement. Timothy Van Dyck and Chelsie Vokes highlight what employers need to know https://lnkd.in/eYF3UaDs

The Equal Opportunity Commission published its final guidance “Enforcement Guidance on Harassment in the Workplace,” which details the fundamental elements of harassment in the workplace, provides clarifying hypotheticals, incorporates recent case law and addresses subjects such as remote work, abortion rights, and the Me Too movement. Timothy Van Dyck and Chelsie Vokes highlight what employers need to know https://lnkd.in/eYF3UaDs

The Equal Opportunity Commission published its final guidance “Enforcement Guidance on Harassment in the Workplace,” which details the fundamental elements of harassment in the workplace, provides clarifying hypotheticals, incorporates recent case law and addresses subjects such as remote work, abortion rights, and the Me Too movement. Timothy Van Dyck and Chelsie Vokes highlight what employers need to know https://lnkd.in/eYF3UaDs

Commemorating 60 Years of the Civil Rights Act of 1964 📅 Today marks a monumental milestone: the 60th Anniversary of the Civil Rights Act of 1964, signed into law by President Lyndon B. Johnson on July 2nd. This historic legislation remains a beacon of equality, prohibiting discrimination based on race, color, religion, sex, or national origin. 🔹 Key Achievements: Title VII established crucial protections against workplace discrimination, from hiring to termination. The creation of the EEOC in 1965 empowered enforcement and oversight of these protections. Supreme Court decisions have expanded Title VII's scope to include protections against sexual harassment, gender identity discrimination, and more. 🔹 Impact Beyond Federal Law: State and local laws like the New York State Human Rights Law and the New Jersey Law Against Discrimination reinforce these federal protections. At Book Law, we honor the profound impact of the Civil Rights Act of 1964 and remain steadfast in promoting diversity, equity, and inclusion in every workplace. Discover how we champion equal opportunity and navigate complex employment issues: https://lnkd.in/e9xyZ_gj. If you have any questions or concerns about Title VII or any employment-related issues, please contact Chaim Book at [email protected], Sheryl Galler at [email protected], Nadav at [email protected] or Mordy Book at [email protected]. #CivilRightsAct #EqualOpportunity #DiversityandInclusion #EmploymentLaw #BookLawLLP