Learning HR

City Waits to be Served Papers

Fri, 03 Feb 2012 15:57:09 -0800

Vicksburg- City leaders remain quiet on a sexual harassment lawsuit.

Mayor of Vicksburg, Mississippi Accused Of Sexual Harassment In Lawsuit Filed By Former Employee

Wed, 01 Feb 2012 13:02:28 -0800

Louis H. Watson, Jr., P.A. confirms that it has filed a sexual harassment lawsuit against the city of Vicksburg, Mississippi.Vicksburg, Mississippi (PRWEB) February 01, 2012 The law firm of Louis H. Watson, Jr., P.A. confirms that it has filed a sexual harassment lawsuit against the city of Vicksburg, Mississippi.The complaint that was filed on February 1, 2012, alleges that Kenya Burks, who was ...

Vicksburg mayor faces sexual harassment lawsuit

Wed, 01 Feb 2012 14:36:27 -0800

The former chief of staff for Vicksburg Mayor Paul Winfield is accusing the mayor of sexual harassment when she worked for him.

Sexual harassment lawsuit filed against Vi cksburg mayor

Wed, 01 Feb 2012 10:26:56 -0800

The former Chief of Staff for City of Vicksburg Mayor Paul Winfield has filed a sexual harassment suit against her former boss.

Lawsuit against Louisville Metro Animal Services claims sexual harassment, illegal activities

Tue, 10 Jan 2012 14:55:59 -0800

A former Louisville Metro Animal Services employee has filed a lawsuit in Jefferson Circuit Court against the city and former director Gilles Meloche, claiming Meloche repeatedly sexually harassed her, while officials ignored her complaints. Dr.

Roethlisberger settles sexual harassment lawsuit

Fri, 20 Jan 2012 18:21:29 -0800

Lawyers for Ben Roethlisberger and a woman who accused him of raping her at a Lake Tahoe hotel-casino in 2008 have reached a settlement that ends her civil lawsuit against the Steelers quarterback.

NYU Is Battling a Sexual-Harassment Scandal

Thu, 26 Jan 2012 12:13:55 -0800

Everyone just needs to take a cold shower. New York University administrator Stephanie Bonadio claims in a new lawsui that she lost her job when she accused her boss of sexual harassment. Bonadio says she was given a promotion within NYU's Schack Institute for Real Estate, but while at dinner discussing it with the dean, James Stuckey, "He grabbed her hand and ...without her consent, he forcibly ...

AB 1825, signed by Governor Schwarzenegger, requires that employers of 50 of more employees train supervisors on sexualharassment every two years. Learning HR has completed a California Addendum which we believe makes our online course entitled: What Supervisors Need to Know About Discriminatory Harassment compliant with the new California law. Specifically, as required by the new law, the Learning HR solution includes:

Information and practical guidance regarding the federal and state statutory provisions concerning the prohibition against and the prevention of sexual harassment.
Information about the collection of sexual harassment and the remedies available to victims of sexual harassment in employment.
Practical examples aimed in instructing supervisors in the prevention of harassment, discrimination and retaliation.

Please call us at (585) 329-7746 to discuss your organization's sexual harassment training needs or visit our contact page.

What Supervisors (and all Employees) Need To Know About Discriminatory Harassment

Co-Developed by one of the largest insurance companies in America and top employment lawyers
Used at the United States Department of Justice
Human Resource Executive Magazine's Top 10 Training Award
Sensitize supervisors about discriminatory harassment and their critical role. Your supervisors will understand the difference between unlawful behavior and awful behavior.
Remind supervisors that they are responsible for identifying and helping to prevent discriminatory harassment in the workplace. Encourages supervisors to take the initiative to make things better. Supervisors are the eyes and ears of an employer.
Encourage workplace respect. Employee's are likely to show more constructive relationships which will improve productivity.
Create a workplace where potential victims of discriminatory harassment can come forward without unlawful retaliation.
Obligate supervisors to identify potential problems and follow the discriminatory harassment policy.