According to Equal Employment Opportunity Commission (EEOC) charge statistics, workplace harassment is alleged in approximately 30 percent of all charges filed with the commission.
As a result of this fact, the EEOC and new Chair Jenny R. Yang announced on Jan. 14 the commission's intent to focus on workplace harassment in 2015.
“Today, we continue to see systemic barriers to equal opportunity in many areas, including hiring, persistent harassment and increased retaliation,” wrote Yang in a statement released prior to the hearing. “This . . . presents an opportune time for a call to action – to enlist employers and workers in a broader effort to prevent and correct workplace discrimination and to identify real-world solutions for our most difficult workplace challenges.”
In addition, Yang announced the creation of a new task force that will be dedicated solely to harassment issues. Yang explained, “Through this task force we hope to better reach workers to ensure they know their rights and to better reach employers to promote best practices,” according to a statement issued by the EEOC on the hearing.
The EEOC’s recent statement regarding its focus on workplace harassment illuminates the reality that workplace harassment is still a major problem that employers need to strategically work to prevent.
It is critical that employers have a clear anti-harassment and discrimination policy that is communicated understandably to all employees. Now is the best time for employers to review their policies, training and investigative procedures.
A member of the firm's Bloomfield Hills office, Courtney L. Nichols serves as Co-Leader of Plunkett Cooney's Labor and Employment Law Practice Group.
Ms. Nichols focuses her litigation practice in the area of employment law ...
Add a comment
SubscribeRSS Plunkett Cooney LinkedIn Page Plunkett Cooney Twitter Page Plunkett Cooney Facebook Page
- Employment Liability
- Equal Employment Opportunity Commission (EEOC)
- Wage & Hour
- Department of Labor (DOL)
- Fair Labor Standards Act (FLSA)
- Labor Law
- Employment Discrimination
- Human Resources
- Employment Agreement
- Family Medical Leave Act (FMLA)
- OSHA Issues
- Title VII
- Americans With Disabilities Act (ADA)
- National Labor Relations Act
- Unemployment Benefits
- Workplace Harassment
- Sick Leave
- Regulatory Law
- Workers' Compensation
- Minimum Wage
- Paid Medical Leave Act (PMLA)
- National Labor Relations Board
- Transgender Issues
- Sexual Harassment
- Whistleblower Protection Act
- Civil Rights
- Non-compete Agreements
- Social Media
- Retail Liability
- Class Actions
- Emergency Information
- Business Risk Management
- Uniformed Services Employment and Reemployment Rights Act (USERRA)
- Hostile Work Environment
- Department of Education (DOE)
- Tax Law
- Title IX
- Medical Marijuana
- Right to Work
- Health Insurance Portability and Accountability Act (HIPAA)
- Union Organizing & Relations
- The Challenge of Wage Claims Under the Equal Pay Act
- Was the bar for Actionable Federal Discrimination Claims Just Lowered?
- Poor Drafting Leads to Poor Results for Arbitration 'Agreement'
- One, Two, Three Strikes You’re OUT… When Dealing With Attendance Rules!
- Failure To Apply Duties Test Results in Ruling Against Employer in Wage Claim Appeal
- MIOSHA Suspends May 24 Rule, Makes COVID-19 Mitigation Measures Discretionary for Non-Health Care Employers
- ‘VACC To Normal’ Means Back to the Office for Michigan Starting May 24
- Michigan Pushes to Pandemic Finish Line by Promoting Double Vaccine Benefit
- Contractual Limitations Periods and Federal Civil Rights Claims
- Remote Work Still Required Amid Covid-19 Surge in Michigan