Sexual harassment in the workplace is a huge issue these days. Along with being unethical, it can also land employers in hot water from a legal perspective. That’s why it’s so important for workplaces to strive to be inclusive, which entails making all workers feel welcomed. Entrepreneur offers the following tips in this case, which can create a better environment overall at one's place of work.
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As an employee in Missouri, you rightly expect to receive a fair wage from your employer for the time you spend performing your job duties. However, there are circumstances in which your employer should compensate you for your time even when you are not working. According to FindLaw, when your time not working is nevertheless spent for the employer's benefit and/or under the employer's control, then you have a right to compensation for that time.
For example, you should receive payment for any time that you spend training for your job. This includes off-site learning activities such as seminars or lectures. Not only do you deserve compensation for the time you spend in the lectures or training sessions themselves, but you should also receive compensation for the time it takes you to travel from the job site in order to attend.
No employee should face discrimination in the United States. Whether discrimination occurs in the hiring process by not interviewing applicants of all backgrounds, or whether harassment occurs in the workplace by not promoting those in protected classes, Missouri laws work diligently to protect individuals.
The Affirmative Action Program in Missouri stands as a guide for all government employers to review and hire people of diverse classes. Doing so, the state recognizes that many viewpoints and opportunities may arise, and thus, the entire country benefits. Rather than hiring individuals based on their protected classes but instead for their background experiences, the program ensures that the state government in Missouri will see extensive advantages in solving local and state issues. If you feel that a government agency did not hire you based on any of the protected identifiers outlined in the Equal Employment Opportunity Commission (EEOC) guidelines, you may have a case against a workplace.
As an employee, you may have to deal with many different challenges on a daily basis. Some of these problems may be a normal part of your job, but you may also be subjected to various forms of mistreatment, including violations of your employee rights. Unfortunately, discrimination on the basis of an employee’s race remains a serious problem in work spaces across the U.S. and it is crucial for victims of discrimination to take a stand for their legal rights.
Racial discrimination occurs in many ways, such as wrongful termination, hostile work environments and demotions. Moreover, someone may be discriminated against while they are applying for a position solely because of their racial background. To make things even more tricky, some people who violate a worker’s rights by discriminating against them deny that any discrimination even occurred.
When you arrive at work each day, you are expecting to be treated with respect and fairness. Your desire is to form strong and healthy professional relationships that will fortify your career and give you the opportunity to grow your potential. At Thornberry Brown, LLC Attorneys at Law, we have helped many people in Missouri to understand the importance of a healthy work environment.
While there will undoubtedly be times when you experience conflict in the workplace, it should never reach the point where you feel threatened or like your job is in jeopardy because of the actions of another. According to the Equal Employment Opportunity Commission, there are several behaviors that create the setting for workplace retaliation to take place and increase the risk of employees participating in like behavior. Your workplace may be at a higher risk level of experiencing retaliation between employees if there are compensation structures that promote rewarding or competition.
While they say wisdom comes with age, this isn’t always the prevailing belief in modern workplaces. In fact, some older workers in Kansas City may even be discriminated against because of their age, which is actually illegal. AARP offers the following facts about age discrimination so you can be sure to recognize it should it occur.
Age discrimination can happen at many different ages
Sexual harassment in the workplace is very serious concern. A hostile working environment diminishes employee morale, causes stress, and can ultimately lead to serious legal reprisal. Because this issue is so serious it’s incumbent upon managers and other higher-ups to deal with claims of sexual harassment in the appropriate manner. TheBalance.com explains how supervisors can prevent sexual harassment from taking its toll on their employees.
Know how sexual harassment is defined
At-will employment refers to an employer’s right to terminate a worker for any reason, provided the reason is not deemed discriminatory. Most states offer employment at-will, which is intended to protect both employers as well as employees (as workers are free to quit a job without fear of consequences). There are some exceptions to the at-will rule however, as explained by TheBalance.com.
Public policy
If you might have witnessed an incident of sexual assault at work or if you suspect a co-worker is dealing with workplace sexual assault, it can be hard to know what to do. Should you talk to your co-worker? Should you get involved by reporting the incident to Human Resources?
Read on to learn more about how reporting an incident of sexual harassment at work should play out.
It’s true that a vast majority of sexual harassment in the workplace involves women. However, numerous men have also fallen victim to these offenses and they can have devastating effects on both professionally and at home. Markeplace.com offers the following example of how male sexual harassment occurs and what can be done about it.
Sexual harassment often involves a person in a position of power using his or her authority to pursue subordinates romantically. This was the case with a man holding an entry-level position at a company who claims he was harassed by his female boss. When he complained about the harassment to higher ups he was not believed, and many of co-workers took his admissions as a joke. The harassment only ended when the man changed jobs.
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MO
64111
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