Research indicates that strong leadership can play a role in reducing sexual harassment in companies both in Arizona and throughout the country. When employees believe that there are consequences for their actions, they are less likely to commit acts of harassment. When they don't believe that there are consequences, they are more likely to commit them. In such cultures, those who engage in sexual harassment tend to be protected while accusers are the ones who are penalized.
Arizona residents may use Facebook on a regular basis as a way to stay connected to the world around them. For those who work at the company, they will no longer have to go through private arbitration to resolve sexual harassment cases. This was revealed in a Wall Street Journal report, and the use of private arbitration in such cases is common in the tech industry.
Arizona residents are likely aware that Hollywood mogul Harvey Weinstein has been accused of rape and sexual assault by dozens of women including A-list movie stars. The allegations leveled against the disgraced producer were the impetus for the #MeToo movement, which has encouraged thousands of women around the world to step forward and share their stories. The movement has also fueled a surge of sexual harassment in the workplace claims according to the Equal Employment Opportunities Commission.
A study published by international specialist insurer Hiscox indicates that 35 percent of employees across the U.S. feel they've been subject to harassment in the workplace. Half of that group said the harassment they experienced was due to their sex or gender. Researchers putting together the 2018 Workplace Harassment Study surveyed 500 full-time employee adults in the U.S.
FEMA is responsible for helping Arizona residents obtain assistance after a natural disaster or other emergency. The man who ran the organization's personnel department until June 2018 is facing allegations of sexual harassment and that he led a toxic culture. Among the allegations against him is that he hired friends from college and women who he met online for the purposes of having sex with his friends within the organization.
Women in many Arizona industries are concerned about sexual harassment on the job. However, airline and other transportation workers may be particularly worried. For example, one survey found that over 66 percent of flight attendants have experienced sexual harassment on the job, and many flight attendants are seeking greater attention to the issue. Federal lawmakers have proposed a bill that could require airlines and other companies in the transportation business to report on their annual incidents of workplace sexual harassment.
For more than 50 years, Title VII of the Civil Rights Act has been hailed as a protection for women in the workforce. As a law that prohibits discrimination on the basis of sex, it has helped many women over the years. But working women in Phoenix, Arizona should know that not all are protected under the Act.
Arizona employees may be aware about the #MeToo movement and how it has brought increased attention to problems regarding sexual harassment in the workplace. In fact, few companies remained unscathed as the movement gained momentum. For example, even Nike employees reported being sexually harassed with no resolution from managers, supervisors or human resources.
There are over 60 million Americans including some in Arizona who are bound by arbitration agreements with their employers. This means that if they have a sexual harassment complaint, it must be brought up in an arbitration hearing instead of a courtroom. Both Fortune 500 companies and those in lower paying industries use forced arbitration clauses in their employment contracts. Such an arrangement is largely recognized as being beneficial to the employer.
Most Arizona employees are under the protection of federal laws designed to prevent workplace discrimination and sexual harassment. Surprisingly, those protections may not apply to some of the youngest and hardest working people in the actual buildings where state laws are crafted. Because of employment classifications, legislative interns are especially vulnerable to harassment and discriminatory workplace behaviors.