SEXUAL ASSAULT CASES CLIMBED CONSIDERABLY IN THE ARMED FORCES IN 2019

Sexual assault cases climbed considerably in the armed forces in 2019.

In response, the United States Defense Department issued a new directive that's meant to combat the serious issue of sexual harassment and assault.  The department plans to codify sexual assault as another military offense with stronger penalties. 

Of sexual assault and harassment have risen throughout the army with a recent study finding that documented cases rose from 4,800 in 2016 to over 6,050 in 2018.  Because high quantities of sexual assault across all segments of society go bankrupt, officials believe the actual number could be more than 20,000 instances for 2018.  This represents an alarming rise of 38 percent over the past two years.

Right to a Safe Workplace

Employees in all offices have the right to a safe workplace free of sexual harassmentand assault.  In the aftermath of this #MeToo movement across the USA, more attention has been paid into the often-hidden epidemic of sexual harassment and assault at work.  The U.S. Army has become the subject of frustration from lawmakers and advocates for a lack of adequate improvements to tackle it within its branches, in addition to the service academies.

1 recent report found that 43 percent of women who report sexual assault to army officials say the procedure resulted in unfavorable experiences for sufferers, including retaliatory harassment.  The Defense Secretary said that the difficulty undermines morale and trust and impacts military readiness.  Members of Congress known as the problem that an urgent one and advocated for Congressional supervision due to what they view as the failure from the Department of Defense to fight it.  The five military academies also found a shocking growth of almost 50 percent of sexual assault because of 2016, according to defense officials.

In the event that you have been the victim of workplace sexual harassment or assault, it's necessary to have strong legal representation from a proficient employment lawyer who will advocate for your rights.  Sexual harassment and assault in the workplace are violations of Title VII of the Civil Rights Act of 1964 and can include a variety of unwanted advances that make a hostile workplace.  Sexual assault is also a criminal action and the army has not released additional details of how they want to further prosecute criminals and increase penalties.

Many times, workers who are experiencing sexual harassment are advised to talk to their boss. 

As per a recent analysis, power and authority frequently contribute strongly to office gender dynamic and those interactions can turn toxic

Some of the eye-opening statistics found in the analysis include:

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One in three workers (36 percent ) have witnessed someone in a more effective position make the most of an individual in a less powerful position on the job

29 percent of women and 20% of men have experienced unwanted advances from a supervisor.  (The number rises to 35 percent for men and women aged 18-34.)

Nearly one in four women (24%) believe the endured career setbacks because they denied advances from somebody in authority.

57% of women and 39% of men would abandon their jobs when they discovered an executive in their company was providing privileges to workers in exchange for sexual favors

Sound Familiar?  Hers What to Do

Document the Behavior

Is crucial to record every improper event when constructing a case for sexual harassment.  Write down what occurred, what got mentioned, the time and day, and any relevant information.  Do it as soon as possible after an event occurs

Maintain your documentation in a safe place so no one in your office can find it

Speak to Human Resources

If you submit a claim for sexual harassment with your HR department, is on them to conduct an investigation.  Should you dot have a dedicated HR officer, then finds out was in charge of the majority of employee issues at your company.  This Individual Is Most Likely the person to take this problem to

Go On Your Boss Head

If your boss is your problem, you obviously cat report sexual harassment to these that you may consider reporting it to their supervisor

Speak to an Attorney

Becoming subject to an abusive boss puts you at a specially vulnerable position is essential to talk to a lawyer with a strong Comprehension of sexual harassment law

Your sexual harassment lawyer will be able to help you ascertain what really going on and whether it qualifies as sexual harassment under the law; record and handle the situation as efficiently as you can, and file a charge if needed.

ALL VICTIMS OF SEXUAL HARASSMENT

Half of the workers surveyed report that they ignore sexual harassment

People frequently stay quiet out of fear.

Believe it or not, a recent analysis demonstrated that over half of people have spoken after seeing seen sexual harassment in the workplace.

According to the survey, while 51 percent of both men and women surveyed say they know a girl who has been sexually harassed at work, 50% admit they have spoken after hearing a colleague make an inappropriate

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Comment about a person of the other gender

The reason?  In cases where sexual harassment is happening to someone else, the majority of people are certain what to do.  And, no doubt, fear of retaliation plays into this too.

Isn't an unfounded fear. 

But sexual harassment must be happening to you especially so as to make a complaint.  And both submitting a fee (even if is not about you) and intervening to protect a person from harassment have been legally protected actions.  If you discover yourself being retaliated against, you don't have recourse in court.

What Is Retaliation

If you find your employer doing any of the following matters following your reported sexual harassment, You Might Be a victim of retaliation:

- providing you a low-performance test

- Demoting you personally, transferring you to a less desirable place or occupation, or changing your schedule to hinder responsibilities you have outside of work

- Scrutinizing your workout more closely

- Threatening to report you to authorities

- Subjecting one to verbal or physical abuse

What Rights Do You Have as a Victim of Retaliation

 Many actions you take in reaction to sexual harassment are actually protected actions under the law, including:

- Filing a complaint about sexual harassment (whether or not you were the victim), or be a witness to such a fee

- Discussing sexual harassment using a manager

- Answering questions during an investigation of sexual harassment claims

- Declining to obey orders that would Lead to discrimination

- Turning down sexual improvements

- Stepping in to protect someone else from sexual harassment.

If yore engaging in the complaint procedure, that action is protected by EEOC law.  Other actions you might take are protected as long as you were acting under a reasonable belief that the behavior in question violates EEOC legislation

Not certain what to do about sexual harassment you seen in the workplace?  Can you suspect your employer may be retaliating against you?  If this the case, you require a lawyer.

 

The best Irvine sexual harassment lawyer who specializes in employment law can help you spot was going on, determine your rights, and protect yourself from workplace retaliation.

Sexual harassment was a widespread problem in the workplace for what has apparently been ages.

Unwanted and illegal interactions at work have been worrisome for generations.  Various studies have demonstrated that eight out of 10 women experienced sexual harassment in the workplace.  Women who suffered through this experience had reported psychological and physical problems, career development issues, lower wages, and other unwanted and dire effects Reporting

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Sexual harassment and its unwanted effects dissuade women from pursuing higher wages and positions.

The Collaborative Fund for Women's Security and Dignity was launched in hopes to end sexual harassment in the workplace.  It's been noted that 11 U.S. funders have dedicated $20 million to help combat this serious and repercussive problem.  The #MeToo motion has raised awareness of workplace discrimination and harassment to a global level.

Insight into the workplace environment was brought to the forefront, and it is not only women who are affected by sexual harassment.  Workplace discrimination and harassment have become a systemic problem for all people.  The Fund is dedicated to not only equal workplace rights for all sexes but also racial justice too.  It's usually unfamiliar that African American women are exposed to more sexual harassment and violence than others; in fact, the very first workplace sexual harassment lawsuits in the USA have been registered by African American women.  Discrimination and sexual harassment have intertwining qualities that influence women regardless of their race, age, or class.

The Fund looks for and supports solutions that have come from the people who experienced them.  The Fund will begin grant making this season and will look to benefit those in the community who want to make a difference and help end sexual harassment and violence toward women.  This includes movement leaders, networks, and associations who struggle for equal rights for women throughout the world.

EMAIL CHAIN UNCOVERS SEXUAL HARASSMENT CLAIMS

 

A current Microsoft employee email chain reveals girls sharing episodes of discrimination and sexual harassment, and today the company best human resources executive is acting.

Microsoft senior leadership is exploring all claims.  This is not the first time the tech giant has come under fire for sexual harassment.  In 2018, a class-action lawsuit claimed the 238 discrimination and sexual harassment complaints were managed by the business in a lackluster way.  

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Harassment, while 119 stated they had been victims of sex discrimination.  Three women said they had pregnancy discrimination, and eight girls claimed they had been retaliated against because they whined about their work situations.  The lawsuit also clarified the air at Microsoft as a beaus club.

Inquiry Leads to Mail Chain

The email chain began on March 20, when a female employee who had been stuck at the exact same job for six years asked about how to maneuver in the Microsoft company.   1 woman claimed she was given simple tasks on one project that included booking hotel rooms and taking notes at meetings.  Another woman claimed she was on a business trip with a man working for a partner company who threatened to kill her if she didn't perform sexual acts.  When she reported the incident to Human Resources (HR), she was told the man was just flirting, and there was nothing they could do since he didn't work for Microsoft.

A senior-level female employee who earned the name of Microsoft Partner claimed that she was asked to sit on the lap of another employee in a meeting before colleagues and HR.  When she cried and cited business policy, the man making the request said he did not have to listen to the coverage and repeated his request that she sit on his lap.  Employees commented that they found the thread educational and empowering.

Use of Derogatory Names

Apparently, using derogatory language at Microsoft toward female employees happened often.  Girls on the ribbon claimed the use of derogatory names against them was pervasive at the provider.  A female engineer who had worked at other significant firms said that wasn't something that she had elsewhere, but it was common at Microsoft.

Human Resources Responds

The female head of HR at Microsoft is taking the claims made on the email thread quite seriously.  She and the senior leadership team were sad and appalled that employees were dealing with these issues.  She informed people who suffered these demeaning experiences to contact her directly so that she can investigate the situation personally.

Sexual harassment has happened in the office for so long as men and women have worked together, but the #MeToo movement marks a sharp breaking point.

Strong men have lost their jobs as a result of sexual harassment.    In addition, local and state government

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Initiated a variety of new laws for combatting sexual harassment at work.

New Laws in Place

Since many anti-sexual harassment laws have happened on the state and local level, it is very important that employers and employees are aware of what constitutes sexual harassment.  Businesses are mandated to put anti-sexual harassment policies and coaching programs set up.   For a company, which means such obligations are public, and all employees, including future employees, can understand the circumstances, as well as business partners, shareholders, and clients.  Public disclosure incentivizes companies to make sure no form of sexual harassment is tolerated and criminals are dealt with as quickly as possible.  When confidentiality arrangements are set up, sexual harassers will continue to act inappropriately and not suffer consequences.

Promoting General Civility

Treating other people as you want to be treated is a historical idea.  Too many companies focus on the legal accountability surrounding sexual harassment and fail to promote an atmosphere of general civility in their workplaces.  A holistic approach to sexual harassment involves training policies and programs.  Just when employees respect each other and proactively work to prevent sexual harassment at work will this kind of behavior become something of the past.

Speech All Harassment

While sexual harassment receives the most attention, employers anti-harassment policies and training must also include other forms of harassment.  This includes age, race, disability, ethnicity, and religion.  Employer policies and training should make it clear that no kind of harassment is acceptable at work, and reporting procedures must prove straightforward.

In case you experienced sexual harassment or discrimination at work, an expert sexual harassment lawyer can assist.

DEMOTED AT FUNCTION ONCE REPORTING HARASSMENT - CAN I HAVE A CASE?

 

Any consequences for reporting legal issues in the office are illegal due to laws which protect against retaliation for those activities together with the employer and particular workers.  The demotion or termination due to retaliation is illegal and may result in a legal claim against the company for compensation or even a lawful treatment.

 

What Is Workplace Retaliation?

When someone becomes a whistleblower about something which is illegal at work, he or she can speak to the appropriate authorities and be sure that the activity ceases.  This activity can elicit a response from law enforcement who penalizes the company or criminalizes the action to arrest a person.  If the manager of this whistleblower demotes the person right for this contacting of the relevant authorities, this really is office retaliation.  This response is illegal as someone that engages in these activities has protections by state and federal laws against retaliation. 

 

Protection from Retaliation

While sexual harassment may result in a legal response in some manner, retaliation also includes a legal response.  The person in the company has security against retaliation by law.  The employer or anybody else in the company has no right to punish the person for engaging in whistleblowing.  Ensuring that harassment or discrimination does not continue is the best of any employee.  If this person assisted with a workplace evaluation, he or she'll have protections by law against termination, demotion or even a loss of benefits among additional safeguards. 

Defining the Incident

When a manager or boss demotes or terminates a person, it is crucial to define this as illegal or invalid.  The company can do this without any motive or with the ideal reasons based on particular actions taken at work.  The problem is connecting the demotion or termination of employment to the record of harassment.  When it is subtle, this may require an investigation and possible contact with the Human Resources department to submit a complaint and report the matter.  The more clearly linked the incident is to the record of harassment or another report that gets the company in legal trouble, the more of a case that the employee has

The Adverse Action

If someone could suffer retaliation for reporting an event, afterward facing demotion or termination within an actionable offense, he or she can face real retaliation that is illegal.  The actions of the company are to discourage making reports to the authorities about what happens within the small business.   When these policies or procedures are set up, the company is engaging in illegal activities that may also lead to actions from outside sources

 

Seeking Legal Action

When an employer acts illegally by demoting or terminating the employee through retaliation, it is crucial to get in touch with the EEOC and a Los Angeles sexual harassment lawyer before doing something else.  The lawyer may explain that numerous procedures will proceed with reviewing the matter.  The EEOC may need to look into the very first report of harassment and then pass on the situation of termination of demotion to the lawyer with all applicable information to go for a case of retaliation.  The proof is essential to holding the employer liable for this particular activity.  To return to work or seek compensation for the damage caused, the former employee may need the link to the two cases

 It does not make any difference if he or she contacted the EEOC or an internal division to deal with the circumstance.  Provided that the report was created in good faith, the company does not have any lawful right to retaliate against this person.  When the person participates with this investigation, he or she's free of actions from a supervisor or manager.  Including demotion or termination.  A legal case against the company is possible when the employer does participate in this activity no matter how harmful

 

Legal Support against Retaliation

When harmed after creating a record for harassment while in the office, the employee will need to seek advice from a lawyer first.  The legal practitioner will explain the procedure and how best to resolve the problem between him or her and the employer which could progress to the courts.

When most people consider libraries, they envision places where everybody may learn and relax in a serene, quiet, pleasant setting.

However, some staff members from the Free Library of Philadelphia claim their employer is anything but welcoming.  In fact, they allege the Free Library is a place not just of entertainment and educational materials, but of bias and discrimination.

 

These claims against the public library came to the forefront in overdue 2018, when the library hosted

 

Public survey of its workers.  The survey was prompted because of tales of bias with an employee diversity training session late last autumn.  Rather than hearing positive responses, the library received stories of an unpleasant setting, particularly for women, members of the LGBTQ community, and various minority groups.  Very quickly, the survey results were eliminated from public opinion, just to be brought back into the light by the librarian marriage.

Among other allegations, the survey included the following claims:

- Employees were not able to attain promotions since they were not the preferred race or sexual orientation.

- Employees were forced to use individuals who exhibited disdain for employee harassment and bias training.

- Employees were upfront with supervisors and executives concerning the bias they experienced, just to have it ignored.

 

Of the respondents, 86 percent stated they experienced or observed racial bias on the job while 83 percent said they experienced racism, homophobia, transphobia, and Islamophobia, among others.

Presently, the Philadelphia library system is currently in the process of requesting increased funding flows from the local authorities.  Having a reputation for bias, discrimination, and possible harassment makes it increasingly challenging for them to obtain the money to keep their mission.  These allegations should be a warning signal that men and women are no more comfortable staying silent about bias and discrimination, regardless if it is a mega-corporation or a nonprofit entity.