HunterMaclean employment attorney Wade Herring presented to attendees at the 2015 HPIP (High Performance Insulation Professionals) conference held on Hilton Head Island, SC. He discussed defining and preventing discrimination and harassment in the workplace.
Sexual harassment in the workplace - Meaning and ExamplesAzaadi
What is sexual harassment in the workplace? Some examples of behaviors that can constitute workplace harassment? What are examples of non-verbal and online / digital behavior of sexual harassment in the workplace?
What is Quid Pro Quo and Hostile Work Environment?
The problem of sexual harassment of women at workplace is an age-old problem. More women work due to severe economic constraints. Problem has become more aggravated. Guidelines passed by the Supreme Court of India in “Vishakha and others Vs State of Rajasthan”, 1998. Accordingly Women’s Complaints Committees have been or should be constituted. Yet the harassment of women at workplace remains unabated and many women are being victimized. These women are traumatized and need counseling before, on the day and after experiencing harassment. Family support is of paramount importance at such times.
Sexual harassment in the workplace - Meaning and ExamplesAzaadi
What is sexual harassment in the workplace? Some examples of behaviors that can constitute workplace harassment? What are examples of non-verbal and online / digital behavior of sexual harassment in the workplace?
What is Quid Pro Quo and Hostile Work Environment?
The problem of sexual harassment of women at workplace is an age-old problem. More women work due to severe economic constraints. Problem has become more aggravated. Guidelines passed by the Supreme Court of India in “Vishakha and others Vs State of Rajasthan”, 1998. Accordingly Women’s Complaints Committees have been or should be constituted. Yet the harassment of women at workplace remains unabated and many women are being victimized. These women are traumatized and need counseling before, on the day and after experiencing harassment. Family support is of paramount importance at such times.
Sexual games are played to exploit or fight off sexual impulses. These are all perversions of the sexual instincts in which the satisfaction is displaced from the sexual act to the crucial transactions which constitute the payoff of the game.
While some employers may treat bullying and harassment as the same conduct, it is actually not the same thing. They are both illegal and problematic behaviors with key differences. If you or a loved one has become a victim of harassment at work, contact a Sherman Oaks employment law lawyer Tara J. Licata to represent you and protect your rights.
Triangulation is a form of manipulation, that describes a person's use of threats of exclusion or manipulation to divide and conquer involving the use of indirect communication, often behind someone's back , well known in unhealthy and toxic family dynamics.
Triangulation is an approach used by many different people who share one thing in common: insecurity.
As a result, they're willing to manipulate others in harmful ways to get what they want or feel a sense of security in a relationship.
It's a highly effective strategy to earn an advantage over noted rivals by manipulating them into conflicts between one another.
Triangulation is a method used by selfish individuals to comfort and protect their egos.
Typically, there's limited to no communication between the two triangulated people except through the person doing the manipulating.
It may appear in various ways, but all are about dividing and conquering or putting people against each other.
Preventing discrimination & harassment in the workplace - by Roddy Shaw, Principal Consultant of Diversity Factor at CSR Wednesday Briefing organized by CSR-Asia
Sexual games are played to exploit or fight off sexual impulses. These are all perversions of the sexual instincts in which the satisfaction is displaced from the sexual act to the crucial transactions which constitute the payoff of the game.
While some employers may treat bullying and harassment as the same conduct, it is actually not the same thing. They are both illegal and problematic behaviors with key differences. If you or a loved one has become a victim of harassment at work, contact a Sherman Oaks employment law lawyer Tara J. Licata to represent you and protect your rights.
Triangulation is a form of manipulation, that describes a person's use of threats of exclusion or manipulation to divide and conquer involving the use of indirect communication, often behind someone's back , well known in unhealthy and toxic family dynamics.
Triangulation is an approach used by many different people who share one thing in common: insecurity.
As a result, they're willing to manipulate others in harmful ways to get what they want or feel a sense of security in a relationship.
It's a highly effective strategy to earn an advantage over noted rivals by manipulating them into conflicts between one another.
Triangulation is a method used by selfish individuals to comfort and protect their egos.
Typically, there's limited to no communication between the two triangulated people except through the person doing the manipulating.
It may appear in various ways, but all are about dividing and conquering or putting people against each other.
Preventing discrimination & harassment in the workplace - by Roddy Shaw, Principal Consultant of Diversity Factor at CSR Wednesday Briefing organized by CSR-Asia
ReadySetPresent (Sexual Harassment PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Harassment in the workplace is the precursor to a hostile work environment. Understanding the difference between what is and is not sexual harassment, ones responsibilities as an employee and the consequences if harassment does occur will enable employees and managers to work in a comfortable environment. Sexual Harassment PowerPoint Presentation Content slides include topics such as: what is and is not sexual harassment, 6 types of sexual harassment, 10+ slides on various classes of harassment, 3 slides on who is the harasser, 3 slides on what sexual harassment causes, 10 slides on the complaint procedure, 10 slides on the consequences and effects of sexual harassment, 15+ slides on statistics, 10 slides on countries with similar harassment policies to the U.S. and more.
No More 'Business as Usual' - Creating a Safe Work Environment and Avoiding L...techservealliance
Presenters:
Dana C. Shaw-Arimoto, Founder & CEO, Phoenix 5
Diane Geller, Partner, Fox Rothschild LLP
With heightened awareness of harassment brought about by the #metoo and #timesup movements, it’s more important than ever to maintain a safe and professional environment for your entire team. Failure to do so can have a devastating impact on both a business and personal level. In this session, you will learn how to implement an effective preventative approach to sexual harassment, discrimination and workplace bullying without discouraging desirable behaviors that contribute to your company’s success.
This session does not replace legal consultation and should not be considered legal advice. We highly recommend you discuss all of these issues with your own legal counsel.
Harassment Training - www.fiver.com/dennynugrohoDenny Nugroho
Another presentation I working on Fiverr. Please send me your RAW material if you want to create a great presentation by me. Visit my fiverr account on www.fiverr.com/dennynugroho.
Sexual harassment training for supervisors and managersJudy Magee, J.D.
training for managers and supervisors on sexual harassment. What is it, how to handle. Includes scenarios to practice what was learned in the training class.
Timothy Dimoff talks about bullying behavior in the workplace, by employees and by supervisors. He explores what constitutes bullying behavior, including cyber-bullying and how bullying differs from harassment. He also gives practical guidance on how to differentiate between a tough management style and bullying, and examines the consequences of workplace bullying.
Training on how to Prevent and Report Sexual Harassment at WorkTiffanyMiller57
In this presentation, Partner Julie Davis of James E. Arnold & Associates, LPA defines sexual harassment at work, talks about how to prevent sexual harassment, and what you can do if you want to report assault or harassment.
This short presentation from Georgia business law firm HunterMaclean provides overview information on four important aspects of your business's legal "fitness": Business Structure, Employment, Agreements and Contracts, and Business Succession. The presentation contains links to articles with more information on each topic.
Wade Herring Employment Law for Businesses of Any Size 10-6-15Downey Brand LLP
HunterMaclean employment attorney Wade Herring made this presentation at the Brunswick-Golden Isles Chamber of Commerce Lunch and Learn on October 6, 2015. In the presentation Mr. Herring also covered updates in employment law.
Savannah Logistics Lunch Jay Roberts Transportation PresentationDowney Brand LLP
Georgia Department of Transportation (GDOT) planning Director Jay Roberts presented a transportation update at the Savannah Logistics Lunch on August 18, 2015. His slides highlighted GDOT investment and initiatives in areas surrounding the Port of Savannah as well as other areas of Chatham County
Randall Webb - TJSDD - Common Pitfalls and Deficiencies Found in Plan AuditsDowney Brand LLP
At the 2015 Savannah Fiduciary Seminar, Randall Webb of TJS Deemer Dana presented the most common deficiencies identified during plan audits and how plan sponsors should correct those deficiencies going forward.
Julia Butler - The Fiduciary Group - Best Practices for Meeting Fiduciary Dut...Downey Brand LLP
In her presentation at the 2015 Savannah Fiduciary Seminar, Julia Butler of the Fiduciary Group describes how plan sponsors, trustees, and investment committees can best meet their fiduciary duties to manage the plan’s investments. She outlines what should be in an effective Investment Policy Statement, and lays out the fiduciary processes to select, monitor, and replace the plan’s investment options. She also explains how a Section 3(38) fiduciary investment advisor can significantly reduce or eliminate a plan sponsor’s fiduciary liability for plan investments.
Rick Pummill - TRPC - Effective Plan Design and AdministrationDowney Brand LLP
In his presentation at the 2015 Savannah Fiduciary Seminar, Rick Pummill of The Retirement Plan Company presented on how to make 401(k) or Defined Contribution Plan operations more effective, from design tips to electronic delivery of disclosures.
HunterMaclean ERISA and employee benefits attorney Rebecca Sczepanski made this presentation at the 2015 Savannah Fiduciary Seminar. Her presentation covered a summary of the legal issues regarding fiduciary status, including how to identify ERISA and state law fiduciaries. She provided tips for avoiding or mitigating risks associated with defined plan fiduciary status as well as an update on major fiduciary litigation.
Legal checklist for success as you grow your business 10 16-14Downey Brand LLP
The presentation is designed for new business owners and managers, as well as for leaders of more established businesses ready to move their organizations forward.
Adam Kirk HunterMaclean- Enhancing the Bundle of Sticks: Implementing preserv...Downey Brand LLP
Adam Kirk presented on NMTCs and the renovation of the new Savannah Law School at their event Re-Integrating Spaces. His panel was titled Historical Perspectives in Modern Context.
Responsibilities of the office bearers while registering multi-state cooperat...Finlaw Consultancy Pvt Ltd
Introduction-
The process of register multi-state cooperative society in India is governed by the Multi-State Co-operative Societies Act, 2002. This process requires the office bearers to undertake several crucial responsibilities to ensure compliance with legal and regulatory frameworks. The key office bearers typically include the President, Secretary, and Treasurer, along with other elected members of the managing committee. Their responsibilities encompass administrative, legal, and financial duties essential for the successful registration and operation of the society.
In 2020, the Ministry of Home Affairs established a committee led by Prof. (Dr.) Ranbir Singh, former Vice Chancellor of National Law University (NLU), Delhi. This committee was tasked with reviewing the three codes of criminal law. The primary objective of the committee was to propose comprehensive reforms to the country’s criminal laws in a manner that is both principled and effective.
The committee’s focus was on ensuring the safety and security of individuals, communities, and the nation as a whole. Throughout its deliberations, the committee aimed to uphold constitutional values such as justice, dignity, and the intrinsic value of each individual. Their goal was to recommend amendments to the criminal laws that align with these values and priorities.
Subsequently, in February, the committee successfully submitted its recommendations regarding amendments to the criminal law. These recommendations are intended to serve as a foundation for enhancing the current legal framework, promoting safety and security, and upholding the constitutional principles of justice, dignity, and the inherent worth of every individual.
WINDING UP of COMPANY, Modes of DissolutionKHURRAMWALI
Winding up, also known as liquidation, refers to the legal and financial process of dissolving a company. It involves ceasing operations, selling assets, settling debts, and ultimately removing the company from the official business registry.
Here's a breakdown of the key aspects of winding up:
Reasons for Winding Up:
Insolvency: This is the most common reason, where the company cannot pay its debts. Creditors may initiate a compulsory winding up to recover their dues.
Voluntary Closure: The owners may decide to close the company due to reasons like reaching business goals, facing losses, or merging with another company.
Deadlock: If shareholders or directors cannot agree on how to run the company, a court may order a winding up.
Types of Winding Up:
Voluntary Winding Up: This is initiated by the company's shareholders through a resolution passed by a majority vote. There are two main types:
Members' Voluntary Winding Up: The company is solvent (has enough assets to pay off its debts) and shareholders will receive any remaining assets after debts are settled.
Creditors' Voluntary Winding Up: The company is insolvent and creditors will be prioritized in receiving payment from the sale of assets.
Compulsory Winding Up: This is initiated by a court order, typically at the request of creditors, government agencies, or even by the company itself if it's insolvent.
Process of Winding Up:
Appointment of Liquidator: A qualified professional is appointed to oversee the winding-up process. They are responsible for selling assets, paying off debts, and distributing any remaining funds.
Cease Trading: The company stops its regular business operations.
Notification of Creditors: Creditors are informed about the winding up and invited to submit their claims.
Sale of Assets: The company's assets are sold to generate cash to pay off creditors.
Payment of Debts: Creditors are paid according to a set order of priority, with secured creditors receiving payment before unsecured creditors.
Distribution to Shareholders: If there are any remaining funds after all debts are settled, they are distributed to shareholders according to their ownership stake.
Dissolution: Once all claims are settled and distributions made, the company is officially dissolved and removed from the business register.
Impact of Winding Up:
Employees: Employees will likely lose their jobs during the winding-up process.
Creditors: Creditors may not recover their debts in full, especially if the company is insolvent.
Shareholders: Shareholders may not receive any payout if the company's debts exceed its assets.
Winding up is a complex legal and financial process that can have significant consequences for all parties involved. It's important to seek professional legal and financial advice when considering winding up a company.
ALL EYES ON RAFAH BUT WHY Explain more.pdf46adnanshahzad
All eyes on Rafah: But why?. The Rafah border crossing, a crucial point between Egypt and the Gaza Strip, often finds itself at the center of global attention. As we explore the significance of Rafah, we’ll uncover why all eyes are on Rafah and the complexities surrounding this pivotal region.
INTRODUCTION
What makes Rafah so significant that it captures global attention? The phrase ‘All eyes are on Rafah’ resonates not just with those in the region but with people worldwide who recognize its strategic, humanitarian, and political importance. In this guide, we will delve into the factors that make Rafah a focal point for international interest, examining its historical context, humanitarian challenges, and political dimensions.
NATURE, ORIGIN AND DEVELOPMENT OF INTERNATIONAL LAW.pptxanvithaav
These slides helps the student of international law to understand what is the nature of international law? and how international law was originated and developed?.
The slides was well structured along with the highlighted points for better understanding .
Military Commissions details LtCol Thomas Jasper as Detailed Defense CounselThomas (Tom) Jasper
Military Commissions Trial Judiciary, Guantanamo Bay, Cuba. Notice of the Chief Defense Counsel's detailing of LtCol Thomas F. Jasper, Jr. USMC, as Detailed Defense Counsel for Abd Al Hadi Al-Iraqi on 6 August 2014 in the case of United States v. Hadi al Iraqi (10026)
Car Accident Injury Do I Have a Case....Knowyourright
Every year, thousands of Minnesotans are injured in car accidents. These injuries can be severe – even life-changing. Under Minnesota law, you can pursue compensation through a personal injury lawsuit.
Wade Herring Employment Law Discrimination and Harassment Defining and Preventing
1. SAVANNAH tel 912.236.0261
BRUNSWICK tel 912.262.5996
H U N T E R M A C L E A N . C O M
Discrimination and
Harassment: Defining
and Preventing
High Performance Insulation Professionals
Omni Hotel, Hilton Head
April 9, 2015
2. Harassment
It is illegal for an employer to discriminate against
any applicant or employee in compensation, terms,
conditions, or privileges of employment, because
of race, color, religion, sex, gender, national origin,
disability, age, or genetic information.
3. Title VII
• Civil Rights Act of 1964
• Race, color, national origin, religion, sex, gender
• Enforced by the Equal Employment Opportunity
Commission
• Burden of proof on the claimant to prove
discrimination
4. Other Federal Employment Laws
• Age Discrimination in Employment Act—protects
employees age 40 and older
• Americans with Disabilities Act—protects
employees who are “disabled”
• Genetic Information Nondiscrimination Act
5. Employment Relationship Remains At Will
• Employer retains broad discretion
• Employer’s right to establish work-place standards
and to require compliance
• Employees can be terminated at any time, with or
without notice, for any reason or no reason, a good
reason or a bad reason (but not an illegal reason)
6. Harassment/Other Discrimination Claims
Federal claim
State claims
• Assault, battery, emotional distress, false imprisonment
Costs
• Reputation
• Time
• Stress and Aggravation
• Emotional
Individuals can be defendants, as well as the company
7. Two Types Of Harassment
Quid Pro Quo – “This for That”
• Almost always in the context of sexual harassment
Hostile Work Environment
• Sexual
• Also race, color, national origin, religion, disability,
gender
8. Proving Harassment
Employee Belongs to Protected Group (Age – 40 and over,
Minority, Sex, Disability)
• Everyone belongs to at least one protected group
Unwelcome Harassment Because of Group Status
Harassment Was Sufficiently Severe or Pervasive to Alter Terms
and Conditions of Employment
• Objective Standard
• Subjective Component as well
Basis for Holding Employer Liable—Negligence/Strict Liability
9. Important Factors
• Employer’s knowledge
• Actual
• Constructive—What Employer Should Have Known
• Employee’s obligation to report
• Employee’s obligation to avoid harm
• Employer’s obligation to act
10. What Harassment Is Not:
• Remedy for Every Disagreement
• A Remedy when the Boss is a Jerk
• Nepotism is not against the law
• Dating is not against the law (but “no” means no)
• The law does not require good manners (but good
manners are helpful)
11. What Harassment Could Be:
Male Male
Male Female
Female Female
Female Male
Homosexual Conduct
Hazing
Unwanted Romance
Non-Romantic Sexual Conduct
13. Retaliation – Against The Law
An employer may not fire, demote, harass or
otherwise "retaliate" against an employee for filing a
charge of discrimination, participating in a
discrimination proceeding, or otherwise opposing
discrimination.
14. What Retaliation Is Not:
Retaliation does not include stray negative comments
in an otherwise positive or neutral evaluation,
"snubbing" a colleague, or negative comments that are
justified by an employee's poor work performance or
history
15. What Retaliation Is Not:
The employer may still enforce workplace
standards: employees are not excused from
continuing to perform their jobs or follow their
company's workplace rules just because they have
complained about alleged discrimination
16. Example 1
A small group of account executives have regular
weekly meetings with their manager, John. John
always asks Susan, the only female executive, to serve
coffee and refreshments to the others (five males).
Is Susan being sexually harassed?
17. Example 2
Peter, who works in the accounting department
with 5 females, gives each of them candy and
lingerie for Valentine’s Day.
Harassment?
18. Example 3
Jim picks Calvin for a promotion over Tina, who
has more seniority in the department, better
performance evaluations and more experience in
the industry than Calvin, who plays golf with Jim
on a regular basis.
Is Tina being sexually harassed?
19. Example 4
Allison’s boss offers her a promotion if she agrees
to sexual favors. Allison declines and is terminated
two days later.
Was Allison harassed?
20. Example 5
Monica’s boss asks Monica to discuss an important
project over dinner.
Harassment?
21. Example 6
Joyce, Marissa’s officemate, repeatedly calls Marissa at
home and leaves messages that she wants to get together
with Marissa after work. Marissa does not respond and
reports the phone calls to her supervisor, who says that
Joyce’s calls are Marissa’s problem because it’s not
happening at work.
Unlawful harassment?
22. Example 7
Harry has recently become a Muslim and changed
his name to Muhammad. He now keeps to himself
and no longer jokes with the guys, who feel
uncomfortable working around him.
Harassment?
23. Example 8
Sally’s male co-workers constantly use offensive
language and tell “dirty” jokes. Sally told her
supervisor who promptly instructed her co-
workers to stop.
24. Example 9
Jim has a crude sense of humor and regularly
sends off-color jokes to his friends at work via e-
mail. Jenny works next to Jim and is sick of his
antics.
Is Jenny being harassed?
Jim’s friends?
25. Example 10
Wanda’s boss always makes remarks about Wanda’s
“sexy legs.”
Wanda complains. Wanda’s boss then gives Wanda
a “needs improvement” for lack of team work.
Harassment? Anything else?
26. Example 11
Ronald regularly touches his female subordinates
on the shoulder when speaking with them. It
doesn’t bother some of them, but makes others
uncomfortable.
Harassment?
27. Example 12
Tammy Faye is a devout Christian and doesn’t
mind letting everyone know it. Some co-workers
call her a Jesus freak, but she does not care.
Tammy Faye has met a Hindu at work and
constantly tries to convert him.
Harassment?
28. Example 13
Bob and Terry are discussing the new computer
upgrades at the office. They ask each other whether
their boss, Rusty, who is 55 years old, will be able to
keep up with the changes. After all, you can’t teach an
old dog new tricks.
Harassment?
29. Example 14
Carlos Hernandez has recently been hired at the plant.
His co-workers call him Pedro, make jokes about
tacos, and tell him to swim back to Mexico if he
doesn’t like life in America.
Harassment?
30. Summary Points
Review harassment policy
Communicate concerns constructively
If unresolved complaint, report it to appropriate
Supervisor without delay
Prompt and Appropriate Investigation
• Confidential does not mean secret
Respect and Common Sense go a long way
31. Final Recommendations
ACT PROFESSIONALLY—THE WORKPLACE IS SET
APART FROM THE WORLD
RESPECT CO-WORKERS’ BOUNDARIES
Words
Actions
Space
WORK IS A MORE DIVERSE PLACE
RISK/BENEFIT ANALYSIS