Sexual Harassment FAQ's (http://www.fairmeasures.com/issues/harassment/faqs/default.asp)
In-depth information about sexual harassment and harassment based on gender, race, age, national origin, religion, disability and sexual orientation.
Sexual Harassment - Sexual Favoritism (http://ezinearticles.com/?id=79479)
Sexual Favoritism is a form of sexual harassment that needs definition. Do you know what it means? Did you know that the absence of favoritism can be sexual harassment?
Sexual Harassment - Harassment by Non-Employee (http://ezinearticles.com/?id=79515)
Harassment by Non-Employees is a form of sexual harassment that most employers think they can do nothing about. Think again.
Sexual Harassment - Hostlie Environment (http://ezinearticles.com/?id=79472)
Hostile Environment is one of the most common forms of sexual harassment. This type can be verbal, visual or physical.
Sexual Harassment - Quid Pro Quo (http://ezinearticles.com/?id=79450)
Quid Pro Quo is a form of sexual harassment that becomes a liability after one occurance.
Sexual Harassment - California's New Law AB1825 (http://ezinearticles.com/?id=79431)
California's new harassment and discrimination prevention law will eventually spread to all states. Find out about the law now.
Bertelson Law Office - Employment Law, Discrimination (http://www.bertelsonlaw.com/index.htm)
In recent years, courts and legislatures have dramatically changed the employer-employee relationship. These changes have caused confusion for both employers and employees. Below are some frequently asked questions as well as information on how the Bertelson Law Office can help you with your specific employment needs. Good FAQ section
California Sexual Harassment Lawyers (http://www.sexharassmentattorneys.com)
California lawyers representing victims of sexual harassment, discrimination, and wrongful termination, with attorneys in San Francisco, Los Angeles, and San Diego.
Miller Law Group (http://www.millerlawgroup.com)
A place where HR professionals and employers can go to find answers about handling sexual harassment claims in the workplace and more. A Reading Room provides interesting articles and newsletter pieces on various topics in employment law on the side of the employer and HR professional.
Consultants
Chrome Zebra, Inc. (http://www.chromezebra.com)
Helping Employers Prevent Sexual Harassment Lawsuits through cost-effective, online human resource training. Meets the California AB1825 requirements. Cost ~$25 USD per employee. Available in Spanish and English.
DRM, Inc. Nationwide Corproate Investigation Servcies (http://www.SexualHarassmentInvestigations.com)
Diversified Risk Management, Inc. conducts sexual harassment, substance abuse, workplace violence, theft, white-collar crim workplace investigations and provides other specialized services. As a leading nationwide investigation firm, we help employers reduce risk, solve problems and achieve measurable results. We are committed to providing long-term solutions with uncompromising integrity, quality, and value.
ELT - Sexual Harassment Training Provider (http://www.elt-inc.com)
Sexual harassment training, ethics training, wage & hour training, and other compliance training solutions
GHR Training Solutions (http://www.GHR-Training.com)
The male/female Grimme Duo delivers customized, on-site training in harassment prevention, diversity and ADA compliance. Their free e-newsletter is read by over 10,000 HR executives.
The Guinn Consultancy Group, Inc. (http://www.theguinnconsultancygroup.com)
Prevention of Sexual Harassment, and awareness of Cultural differences should be within the purview of every business. Contact GCG for information on our Sexual Harassment Prevention and Cultural Awareness Seminars, deliverable worldwide to meet your needs.
Workforce Diversity Services (http://www.workforcediversity.us)
Anti-Harassment Training, for sexual harassment and all forms of workplace violence or harassment. Twelve years experience in both public and private sector, including universities and non-profits.
On-Line Resources
EEO News (http://eeonews.com)
EEO News Case Highlights. Focusing on sexual harassment, ADEA, ADA, Title VII, FMLA and other EEO statutes
Q & A About Sexual Harassment (http://www.gsa.gov/Portal/gsa/ep/contentView.do?programId=9611&channelId=-13328&ooid=11553&contentId=11939&pageTypeId=8199&contentType=GSA_BASIC&programPage=%252Fep%252Fprogram%252FgsaBasic.jsp&P=AK)
Q & A (http://employment-law.freeadvice.com/sexual_harassment/)
from FreeAdvice.com
Sexual Harassment FAQ (http://www.courttv.com/archive/legalcafe/work/sex_harass/sexual_background.html)
From CourtTV
Sexual Harassment Lawyer (http://www.sexualharassmentlawfirms.com)
Find a lawyer or a law firm specializing in sexual harassment law. cases including hostile-work environment, quid pro quo, casting couch, sexual discrimination, ambit of the Hhuman Rights Act, sexual harassment.
Sexual Harassment Manual (http://www.mith2.umd.edu/WomensStudies/GenderIssues/SexualHarassment/UMDManual/)
from University of Maryland
Sexual Harassment Resources (http://www.mith2.umd.edu/WomensStudies/GenderIssues/SexualHarassment/)
From University of Maryland Women’s Studies Database.
Guidelines for Conducting an Investigation (http://www.hr-guide.com/data/G07202.htm)
Need to conduct an investigation into sexual harassment? Try this guideline for assistance.
Sexual Harassment Policy (http://www.southwest.cc.nc.us/policies/4.17.htm)
from Southwestern Community College
Case Law
Davis v. County Board of Education (http://laws.findlaw.com/US/000/97-843.html)
Title IX damages action may lie against a school board in cases of student-on-student harassment, but only where the funding recipient is deliberately indifferent to sexual harassment, of which the recipient has actual knowledge, and that harassment is so severe, pervasive, and objectively offensive that it can be said to deprive the victims of access to the educational opportunities or benefits provided by the school
Oncale v. Sundowner Offshore Services (1998) (http://caselaw.findlaw.com/scripts/getcase.pl?court=us&vol=000&invol=96-568)
Same sex harassment and harassment of males is judged to be legally possible and actionable, under Title VII. U.S. Supreme Court.
Faragher v. City of Boca Raton, Florida (1998) (http://caselaw.findlaw.com/scripts/getcase.pl?court=us&vol=000&invol=97-282)
Employers are responsible for the misconduct of supervisors, even if the employer was not aware of the behavior. Also, the failure to disseminate its sexual harassment policy to each employee, failure of city officials to make any attempt to keep track of the supervisors' conduct, and not maintaining a policy and procedure that allowed employees to by-pass their direct supervisor to register complaints about improper harassment were noted by the court.
Burlington Industries v. Ellerth (1998) (http://caselaw.findlaw.com/scripts/getcase.pl?court=us&vol=000&invol=97-569)
Even if the harassed employee did not suffer any significant damages or tangible impact upon their job or person, the employer may still be held liable for the harassment, and the employee can recover against the employer. The facts of this case were determined to fall under the "hostile and abusive" work environment standard defining harassment.
Williamson v. the City of Houston, Texas (1998) (http://laws.lp.findlaw.com/5th/9621110cv0.html)
Fifth Circuit Court of Appeals ruled that in dealing with a harassment complaint, an employer cannot use its own policies to insulate itself from liability by placing an increased burden on a complainant to provide notice beyond that required by law. The complaint must be acted upon, and the city's own policy placed an affirmative duty on the supervisor to pass such information up the chain of command.
Gebser v. Lago Vista Independent School District (1998) (http://caselaw.findlaw.com/scripts/getcase.pl?court=us&vol=000&invol=96-1866)
Court ruled that a school district is not liable for harassment which it was unaware of and which was not administratively reported. Damages may not be recovered in those circumstances unless an official of the school district who at a minimum has authority to institute corrective measures on the district's behalf has actual notice of, and is deliberately indifferent to, the teacher's misconduct.
Training Programs and Software
Chrome Zebra, Inc. (http://chromezebra.com)
Helping Employers Prevent Sexual Harassment Lawsuits through cost-effective, online human resource training. Meets the California AB1825 requirements. Cost ~$25 USD per employee. Available in Spanish and English.
Preventing Sexual Harassment (http://www.personneldynamics.com/sh_prog/licenses.htm)
On-line program presented on the web at Personnel Dynamics. This link is to the Supervisory module. Software was designed by New Media Learning, LLC