Tag Archives: #MeToo

Arbitration Here We Come – New York State Statute Believed to Prohibit Mandatory Arbitration of Sexual Harassment Claims Is Found by the Federal Court to Be Inconsistent with Federal Law

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ILN Today Post

Sexual harassment at work: what your company needs to know. ILN lawyers from around the world weigh in.

The International Lawyers Network’s Labor & Employment Group announces the second release of its publication, “Sexual Harassment in the Workplace: What Employers Need to Know.” This collaborative electronic guide offers a summary of key labor law principles in 21 jurisdictions across the globe, serving as a quick, practical reference for those reviewing their sexual harassment policies and training in these jurisdictions.

Director of Global Relationship Management, and the guide’s facilitator, Lindsay Griffiths, says “We’re pleased to offer the second edition of our paper, which builds on our previous efforts. We have a number of new jurisdictions, and the group continues to work collaboratively to update the paper to be a practical and valuable resource for employers examining their sexual harassment policies and training, to ensure they can avoid or promptly handle any #metoo incidents.”

To view the paper, please click here: http://bit.ly/ILNMeToo

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Considerations for Financial Services Employers as #MeToo Reaches Wall Street

As has been reported by the New York Times, NBC, and other outlets, asset-management firm TCW is defending a lawsuit filed by a former fund manager, Sara Tirschwell, charging the firm with gender discrimination and retaliation, among other allegations. Ms. Tirschwell’s lawsuit has received media attention not only because of the substantial damages that she demands (in excess of $30 million), but also—and perhaps, principally—because the suit has been characterized as Wall Street’s first public brush with the #MeToo movement.

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ILN Today Post

Sexual Harassment in the Workplace: What Austrian Companies Need to Know

What constitutes sexual harassment?

Sexual harassment is a behavior towards another human being where the abuser harms the dignity of the victim and creates an intimidating, hostile or humiliating working environment. The victim feels shock, horror, fear, revulsion, indignation, anger or shame. Sexual harassment can appear in all forms of verbal abuse, as well as physical actions. Whereas physical actions are always forbidden, verbal or also nonverbal abuses are not punished if they don’t happen at the workplace. Ordering someone to harass someone is a form of sexual harassment as well as discriminating someone because of their sexual orientation or sex in general.

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Take 5 Newsletter – The Present-Future of Work: 2018 Trends and 2019 Predictions

There is a visceral and palpable dynamic emerging in global workplaces: tension.

Tension between what is potentially knowable—and what is actually known.   Tension between the present and the future state of work.  Tension between what was, is, and what might become (and when).  Tension between the nature, function, and limits of data and technology.

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ILN Today Post

Is your company prepared for #MeToo? ILN experts from 16 jurisdictions weigh in on sexual harassment laws in the workplace.

 

 

 

 

 

Is your company prepared for #MeToo? The ILN’s Labor & Employment group has put together a collaborative paper on Sexual Harassment in the Workplace, which serves as a quick and practical reference for those with relevant labor needs in the 16 jurisdictions covered. Please see the full paper here.

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Harassment and the #MeToo Movement in the Private Club Industry

We published an article in Club Director, titled “Harassment and the #MeToo Movement in the Private Club Industry.” Following is an excerpt:

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Industry Spotlights Webinar Series: Legal Issues Hospitality Employers Should Be Considering This Year

So far, 2018 has brought an increasing number of labor and employment rules and regulations. To help you stay up to date, we are pleased to introduce the Employment, Labor & Workforce Management Webinar Series.

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New EEOC Commentary on Workplace Harassment

Last week, the EEOC released its latest edition of its federal sector Digest of Equal Opportunity Law, a quarterly publication featuring recent Commission decisions and federal court cases selected by EEOC’s Office of Federal Operations. This edition features an article titled, “Promising Practices for Preventing Harassment,” which is the fruition of an EEOC task force on workplace harassment. The article, which is particularly timely given the #MeToo movement, advances five core principles to deter and remedy harassment: (1) committed and engaged leadership; (2) consistent and demonstrated accountability; (3) strong and comprehensive harassment policies; (4) trusted and accessible complaint procedures; and (5) regular, interactive training tailored to the audience and the organization.

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ILN Today Post

#METOO AND #TIMESUP MOVEMENTS CAUSE ENTERTAINMENT AND ADVERTISING INDUSTRIES TO RE-EXAMINE TALENT AGREEMENTS

No story had a bigger impact on the entertainment industry in 2017 than the stunning allegations of sexual assault against previously-powerful men. While the long-term ramifications of the #MeToo and #TimesUp movements are still playing out in Hollywood and Madison Avenue, they have already prompted the industry to refocus on old contractual provisions like the “morals clause” and the newer “inclusion rider.” Producers and developers of content, whether for entertainment or advertising, should give serious consideration to these provisions in future contracts for talent, recognizing the seismic industry shift resulting from these social movements.

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