In follow up to our prior Alert for employers with employees or others performing services in Illinois, the Illinois Department of Human Rights (IDHR) now has published a downloadable disclosure report (2019 Form IDHR 2-108) for employers’ use under the Illinois Workplace Transparency Act (WTA). The IDHR Report of Final Non-Appealable Adverse Judgments/Administrative Rulings may […]
On October 5, DMi present’s Jonathan Segal’s webinar, “Top 20 Mistakes in Harassment Prevention Programs”
What you need to know about the latest SCOTUS vote on Epic Systems Corp. v Lewis
Sharon Fast Gustafson, the general counsel nominee for the EEOC, hopes to focus more energy on mediation than litigation, which she described as “necessary” but also an “expensive, imperfect tool.”
Our compliance efforts should reflect and reinforce a culture where respect is expected and harassing and other bad behaviors are shunned, indeed condemned.
Preventing harassment is more than preventing liability; it is about preventing harm.
I keep asking myself: what more can bystanders do? I have one suggestion for consideration: peer-to-peer interventions.
We need to be careful not to use a single label to describe a broad spectrum of unacceptable conduct.
