Sexual harassment
By WORLDLawDirect  [September 11th, 2009]

The Courts have stated that one of the protections of the discrimination laws is to enjoy a workplace free of harassment based on illegal grounds. The essence of a claim of sexual harassment is that the conditions of a person’s employment have been altered, either by the conditioning of job benefits by the granting of sexual favors, called "quid pro quo" harassment, or by the creation of a hostile work environment.

The latter is evidenced by such actions as sexual intimidation or actual touching, verbal abuse, or displays of offensive literature. The harassment must be severe and pervasive based on all the circumstances so that it leads to a hostile work environment for the complainant to whom it is directed. Factors that show it is hostile can include the frequency and severity of the conduct, whether it interferes with the woman’s job efforts, and whether it is physically threatening or humiliating.
.... >>> MORE

Read other important articles from this law-area to find what you need to know:

Your most common questions answered:

What questions does your previous employer have to answer?
[March 13th 2009]

Most organizations that have been given the proper legal advice will only disclose three pieces of information about you, no matter the quality of the job you did:

• Dates you were employed.
  
• Your job description or employment capacity.
  
• Your salary information.
  

Some information is absolutely prohibited from disclosure:

• School records, without your consent;
  
• Criminal history, though this varies from state to state and the nature of the prospective employer;
  
• Medical records, without your consent;
  
• Questions about a disability you may have, unless that disability impinges directly on your ability to perform the job even if the prospective employer makes "reasonable accommodations";
  
• Certain governmental records, such as personnel records of local or state employees (in some jurisdictions);
  
• Your history of worker's compensation claim(s).
  
• Your driving record is public record and can be released without your consent.
  

I think I am about to be fired, what should I do?
[March 9th 2008]

Labor law, employment law and termination issues: If you have been warned about something, think about the issue and perhaps reflect with friends and family. You may have to consider changing your work behavior. If you disagree about the matter ask for written clarification to be put in your file. Also consult your company employee handbook or policy book and see if you are entitled to any internal procedures, legal procedures or reviews of the issue. Keep a record of anything that seems wrong or that you may need to discuss with a lawyer or other employment person in the future—include dates and times. You may also want to consult officials at your state or federal employment office. If you cannot resolve the issue and you think the termination was not justified or was done for illegal reasons such as age or race discrimination, sexual harassment etc., feel free to contact us and to discuss your situation.

Can an employer ask an employee's debt collector to stop calling?
[March 13th 2009]

Yes. In fact, it is a violation of the federal Fair Debt Collection Practices Act for a debt collector to contact you at work if your employer disapproves and they are informed of this fact by you or your employer.

You or the employee can tell the debt collector to stop. Simply interrupt him and say, "This is my work number. Do not call me here again." And then hang up. 99% of the time, that will take care of it.