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?
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.
While a Missouri employer may never consider promoting one person over another based on racial prejudice, he or she could still miss serious discrimination behaviors. According to Bloomberg, stereotypes and unconscious biases could lead supervisors and others to make comments and decisions or take actions that have a negative effect on those they target.
If you’re a new mother in Kansas City who’s on her way back to work, you may have questions about nursing breaks. While it’s true that your employer is legally obligated to provide such breaks, knowing the details of the law is crucial to make sure your rights aren’t being violated. The United States Department of Labor offers the following answers to frequently asked questions about nursing mothers and breaks.
While sexual harassment may seem cut and dry, this is not always the case. In fact, some workers are subject to harassment and are not fully aware of it, although these actions may make them feel uncomfortable. Being able to identify ill-treatment is crucial for putting a stop to it, which is why Business Insider offers the following information.
Racial discrimination often flies under the radar, just low enough to avoid detection. But just because it’s flying low doesn’t mean it’s not doing significant damage.