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Remember yesterday’s post?

If not, then out of concern for you, I suggest that you see a doctor. Because after all, we’re talking about a post from just one day ago.

Either way, to get you back up to speed, yesterday I blogged about an employer that was required to pay $100K to a worker it fired for making racist Facebook posts. That was because an arbitrator concluded that the employer knew about the employee’s racist behavior online but did nothing about it for several months until the media reported it.

Today’s situation — a different situation — is different. Like totally different. Continue reading

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By Highway Patrol Images (Code 3 combination LED & rotating beacons) [CC BY 2.0 ], via Wikimedia Commons

Hold on, let me proofread that.

Employee makes racist Facebook posts, and company must pay him $100,000. Yep, that’s it. Continue reading

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Change is taking place, but organizational culture must continue to evolve. ”

That’s one takeaway from the study that SHRM released earlier this month as part of its “Harassment-Free Workplace Series.”

“We have a long way to go.”

That’s my takeaway from the study. Continue reading

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On October 15, 2017, actress Alyssa Milano urged socal media user to share their stories of sexual harassment using the hashtag #MeToo.

Maybe you’ve heard of it.

Of course, you have. As have the millions of others who have used the hashtag since.

This post goes inside numbers to detail the proliferation of the #MeToo movement social media.
Continue reading

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I’m sorry, dudes.

I totally meant to give you a blog post yesterday. I did.

But, the night before, which is when I generally compose this drivel, I got distracted. I was preoccupied with a certain MLB playoff game. Specifically, it was the one in which my Red Sox disposed of the Yankees, in Yankee Stadium, much to the chagrin of all of these losers.

I’m not a hater, I just blog a lot. Except on days after big Red Sox wins. Continue reading

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One of your employees just complained to human resources that a co-worker sexually harassed her. As a responsible employer, you decide not only to investigate the complaint but to engage outside counsel to lead the investigation. Outside counsel investigates. When the investigation ends, outside counsel creates an investigative report.

If the lawsuit follows, must the company share that report with the plaintiff? Continue reading

“Doing What’s Right – Not Just What’s Legal”