Harassment and Discrimination
What does mandated training mean for Christians at work? We share a list of states with mandated workplace training related to sexual misconduct, as well as ask the question: how can churches go above and beyond?
The EEOC issued the first enforcement guidance on workplace harassment in over two decades. It addresses issues relevant to workplace harassment such as sexual orientation and gender identity, remote/telework and social media, and contraception and abortion.
The post discusses a recent Title IX sex discrimination lawsuit and examines whether, in practice, this interpretation betrays the law and actually encourages unfair treatment on the basis of sex.
Preventing and responding to sexual abuse is a major issue for churches and ministries. This article discusses the various ways in which attorneys can help organizations prevent and respond to abuse and discusses what ministries should expect from their attorneys.
A review of the new federal statute ending contractually obligated pre-dispute arbitration of claims for sexual harassment and sexual assault, and the practical effect it has on employers.
Abusive speech is no longer protected by Section 7 of the National Labor Relations Act. Employers now have more authority to discipline employees for offensive language in the workplace.
Need a reminder of “what not to do?” Here are ten easy ways for organizations to land in court over sexual harassment in the workplace, without really trying.
Each side in the debate over the mandate for insurance for reproductive services grapples with a real problem, but the mandate is only a symbolic solution to the underlying women’s rights issue. The HHS mandate requires businesses, including many religious institutions, to provide insurance coverage for contraceptives and some abortifacients. Religious institutions that are morally opposed but not exempt deeply oppose the mandate. The reality is that the mandate creates a free exercise problem without solving a genuine women’s rights issue.