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In recent months, reports of sexual harassment and abuse by well-known men have made the headlines. The stunning increase in public visibility of high-profile cases, while shameful, has brought renewed attention to the issue of harassment in the workplace.
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Over the last year, claims of sexual harassment by Hollywood personalities and politicians have made many headlines. Sexual harassment allegations have also shaken many parts of the business community. Uber engineer Susan Fowler, for example, has said that Uber’s HR team systematically ignored her reports of sexual harassment when she worked there. Subsequently, Uber has fired of over 20 people as part of an internal investigation.
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In today’s ever-changing regulatory landscape, businesses of all sizes face a wide range of compliance challenges throughout North America.
In recent years, there have been a variety of tax and regulatory changes in Canada alone, a trend especially affecting small and medium-sized business (SBMs).
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Fresh off the 75th Annual Golden Globes Awards, which took place on January 7, 2018 in Beverly Hills, California, USA—the epicenter of headline-grabbing harassment news—both mainstream and social media alike were abuzz with Oprah Winfrey’s historic acceptance of the Cecil B. DeMille Award.
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“I have been investigating a large number of failed logins on your server. Due to the volume of failed attempts, it does appear that the attempts are coming from an outside source. My company recommends that you reach out to a security firm to have your network investigated for a possible breach.” He couldn’t believe what he was reading. A local cybersecurity professional was forwarded the email above from his new client’s outsourced computer management company.
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Do you know what your employees are doing every minute they are supposed to be working? Do you have a right to know? Could you be obligated to know? Perhaps more importantly, what are you entitled or obligated to know, when can or must you know it, when and how can or must you get that information, and finally, why are –or aren’t –you entitled or obligated to know what your employees are up to when they’re on your watch. Read on for some insights…
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In a recent change of position, the Department of Labor (DOL) has endorsed a new standard for determining when an unpaid intern is entitled to compensation as an employee under the Fair Labor Standards Act (FLSA). We previously reported on an earlier DOL effort to tighten up the restrictions on the use of unpaid interns. It looks like the DOL has decided to change course.
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As the #metoo movement gains momentum, historical data continues to demonstrate that women were impacted by sexual harassment and assault in the workplace long before they had the opportunity to assign a hashtag to their comments. As a matter of fact, social media, news channels, and employer review platforms contain reels of claims and complaints describing sexual harassment in the workplace going back many years.
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With only a short period of time before the GDPR comes into force, 72% of businesses are said to be “confidently prepared.” Is your business one of them? If not, you may want to read on.
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