First Nonprofit’s Post

Clark Hill's Yvette Heintzelman shares information around the EEOC's updated Enforcement Guidance on Harassment in the Workplace. While not binding law, the new guidance aims to provide updated information on EEOC’s expanded view of what constitutes workplace harassment, including the expansion of Title VII’s prohibition on sex discrimination based on sexual orientation and gender identity as the U.S. Supreme Court determined in Bostock v. Clayton County in June 2020. This new guidance updates and replaces the EEOC’s previous five guidance documents to provide a single resource for the public on EEOC-enforced workplace harassment laws. #keepingcurrent #hrstrategies #hrcompliance

In a groundbreaking move, the Positive Duty regulations came into effect in December 2022, amending the Sex Discrimination Act 1984 (Cth). These regulations are a game-changer in the fight against workplace discrimination. What does this mean for employers? The Commission now has more power to enforce compliance. Don’t be caught off guard. #WorkplaceEquality #ComplianceMatters #PositiveDuty

👋👋 The EEOC released its revised “Proposed Enforcement Guidance on Harassment in the Workplace” on Sept. 29, 2023. If issued in final, the guidance would be the EEOC’s first update on harassment since its “Enforcement Guidance on Vicarious Liability for Unlawful Harassment by Supervisors” in 1999. The new proposal reflects changes in the law, including the U.S. Supreme Court’s decision in Bostock v. Clayton County. The decision held Title VII of the Civil Rights Act’s prohibition on sex discrimination includes discrimination based on gender orientation and sexual identity. The guidance also addresses issues arising from the #MeToo movement and changes in technology that have affected the workplace, such as virtual and online harassment. Read it here: EEOC’s Proposed Guidance on Harassment in the Workplace - Jackson Lewis. 💗 Do you love this article recommendation? I have a newsletter where weekly I share my favorites (like this one) I find from the world-wide web. Scroll on down to the bottom at https://workology.com/ and sign up for the newsletter. https://lnkd.in/gKUKREnW

The Australian Human Rights Commission have released useful tools to assist businesses to comply with the Positive Duty under the Sex Discrimination Act 1984. Are you ready? In a groundbreaking move towards fostering respectful and inclusive work environments, the Sex Discrimination Act of 1984 has undergone a significant transformation. As of 1 December 2022, a dynamic new clause known as the Positive Duty was introduced. This revolutionary change places a legal obligation on organisations and businesses to proactively combat and prevent a range of unlawful behaviours in the workplace. Let's delve into this transformative shift and the resources available to ensure your business is a champion of equality. 👍Understanding the Positive Duty Gone are the days of mere reaction to workplace misconduct. The Positive Duty demands a proactive approach from businesses, regardless of size or scope, to eradicate several forms of unlawful conduct. These include discrimination based on sex, sexual harassment, sex-based harassment, creating hostile work environments, and related victimisation – collectively termed as 'relevant unlawful conduct'. This obligation strives to foster workplaces that radiate safety, respect, and inclusivity. 👍A Glimpse into the Resources To navigate these pioneering changes, the Australian Human Rights Commission has diligently crafted an arsenal of resources aimed at assisting businesses across the board: • Guidelines for Complying with the Positive Duty (2023) • Information Guide on the Positive Duty: Relevant Unlawful Conduct, Drivers, Risk Factors and Impacts (2023) • A Quick Guide for Complying with the Positive Duty (2023) • A Resource for Small Business on the Positive Duty (2023) • Factsheets 🔗Learn more about these resources here: https://lnkd.in/gPB9VHMH It is important that employers are aware of these changes and new resources. If you would like to know more and/or need any assistance in what steps to take, do not hesitate to get in touch on 1300 1 OUR HR. #OurHRTeam #HROutsourcing #PositiveDuty #AHRC

Sexual Harassment In The Workplace? See How Recent Changes To Legislation Affects You. The Anti-Discrimination and Human Rights Legislation Amendment (Respect at Work) Bill 2022 has been enacted to amend a suite of legislation relating to discrimination. Find out more about how these changes could effect you. #antidiscrimination #corporatelaw #commerciallaw #sexdiscrimination #discrimination #respect

From 12 December 2023, the Australian Human Rights Commission (AHRC) will be granted broad inquisitorial powers to enforce a new positive duty to eliminate unlawful sex discrimination and related conduct in the workplace. The new guidelines provide a framework for employers to ensure compliance. Megan Kavanagh, Adam Foster, Jay Keenan and Lily Senogles explore these changes further and provide guidance for employers to ensure they understand the new requirements and the AHRC's guidance for compliance. https://lnkd.in/gKDr3A4n #CBPInsights #employment #compliance

Attention employers - the EEOC has issued proposed enforcement guidance on harassment in the workplace, the first such update in approximately 30 years. Among other things, it addresses: - harassment on the basis of sexual orientation and gender identity - electronic communications that may give rise to unlawful discrimination and harassment - increased enforcement priority for systemic harassment or "pattern or practice" cases #employmentlaw #eeoc

Late last year, the Commonwealth Sex Discrimination Act 1984 was amended to impose a positive duty on employers to take reasonable and proportionate measures to eliminate, as far as possible, sex discrimination, sexual harassment, and a hostile workplace environment on the grounds of sex. Read the full alert by Martin Alden, Partner, and Veronica Voulgaris, Senior Associate, to find out more about the new standards and their implications for employers. #Cornwallslaw #ourpeople #employmentlaw #HR #businessowners

On April 29, 2024, the U.S. Equal Employment Opportunity Commission (EEOC) published its final form Enforcement Guidance on Harassment in the Workplace (Guidance). It is the EEOC’s first update on its harassment guidance since 1999. The Guidance reflects the changes in the law, the findings and recommendation of the EEOC’s bipartisan Select Task Force on Harassment in the Workplace, and emerging issues such as online harassment. It replaces five guidance documents issued between 1987 and 1999 and serves as unified agency resource on EEOC-enforced workplace harassment law. Read our Client Alert here: https://ow.ly/mvBp50RzIPG