The EEOC recently released a report highlighting the Commission’s efforts to combat sexual harassment in the past year.  The report, which includes preliminary data for the fiscal year ending on September 30, 2018, illustrates that the Commission has been, in the EEOC’s words, “vigorously enforcing the law” in the wake of the #MeToo movement. 


Continue Reading EEOC Report Profiles Its “Vigorous” Efforts to Combat Workplace Harassment

Employers who operate in New York State and City are likely aware of the new sexual harassment laws that are starting to take effect.  Many companies have already revised their sexual harassment policies to comply with the new laws, but now face the hurdle of complying with the sexual harassment training requirements under both the State and City laws.  While there is overlap between the State and City requirements, there are differences that employers should note.
Continue Reading Deadlines Rapidly Approaching To Meet New York Sexual Harassment Training Requirements

Legislative responses to the #metoo movement continue to develop across the country.  Joining this movement, New York State and New York City recently have passed some of the strongest anti-harassment laws on the books. 
Continue Reading #metoo In New York: New Sexual Harassment Laws in New York State and New York City

There may be some changes coming to how California enforces its antidiscrimination law, the Fair Employment and Housing Act.  In February 2017, a bill was introduced in the California Senate proposing to allow local government entities to enforce antidiscrimination statutes. 
Continue Reading California’s Department of Fair Employment and Housing Will Study Local Enforcement of State Employment Anti-Discrimination Law

The American Bar Association has adopted Resolution 302, which “urges all employers, and specifically all employers in the legal profession, to adopt and enforce policies and procedures that prohibit, prevent, and promptly redress harassment and retaliation based on sex, gender, gender identity, sexual orientation, and the intersectionality of sex with race and/or ethnicity.”
Continue Reading ABA Resolution 302: What the American Bar Association’s Position on Harassment Means to Employers

Driven by the wave of publicity surrounding sexual harassment allegations against prominent artists, executives, news anchors, filmmakers and legislators, and the ensuing #MeToo movement, legislators in California and several other states recently have introduced bills designed to prevent such harassment.  We summarize four bills introduced in the California Senate and Assembly in January 2018. 
Continue Reading Sexual Harassment Update California – Proposed Legislation

Date: Thursday, November 16, 2017
Time: 12:00 PM to 1:00 PM PST

Please join Hunton & Williams LLP for a complimentary webinar that will address current concerns faced by employers in California. This program, co-sponsored by Welch Consulting, will examine the following issues:

  • Fair Pay issues
  • Recent PAGA concerns
  • “Ban the Box” and

Allegations of sexual harassment have been flooding the news headlines lately. Partners Emily Burkhardt Vicente and Amber Rogers discuss how these trends may impact employers and identify common sense strategies for minimizing the risk of harassment claims in the workplace.
Continue Reading Labor & Employment Quick Takes: Tips For Renewing Your Company’s Focus On Preventing Sexual Harassment In The Workplace

On August 29, 2016, the U.S. Court of Appeals for the Second Circuit issued Vasquez v. Empress Ambulance Service, Inc., — F.3d —, No. 15-3239-CV, 2016 WL 4501673 (2d Cir. Aug. 29, 2016), holding that an employer may be held liable for a low-level employee’s animus under the cat’s paw theory of liability if the employer’s own negligence allows that animus to result in adverse employment action against another employee.
Continue Reading Second Circuit Sinks Claws Into Employers With Broad Interpretation Of Cat’s Paw Theory