What are the Requirements for Preventing Sexual Harassment in Los Angeles? How to Prevent Harassment in the Workplace?

Requirements to prevent such harassment may alter with level, effects, and damages to the body during sexual offense as it is considered with impact. You may have to face removal due to such courses, so you can take aid from Los Angeles wrongful termination lawyers who can tackle your case and ensure you don’t have to face it.

At the level at which it is regular in practice, people from the workplace are looking for sexual pleasure, and you may also get hurt, so it may require field experts. For this, you can take help from Los Angeles sexual harassment lawyers who can identify core ways and tackle problems to prevent it.

Before you come to find ways to prevent such concerns at the workplace and fix them, there are a few things to cover first.

  1. Possible evidence: strong ways with connection to such activities being regular
  2. Probable influence: whether it is done to promote personal gains
  3. Promotion or benefits: whether it is done in ways to show you would be benefited

These may be a few key measures that may come to circle around your case, so it’s prudent to find out how to address them first.

  • Observe situations early.

This is the first stage where you need to be alert, especially at the workplace, where possible chances can be created to gain momentum for physical tasks.

It is more effective if you stay focused on such targets to keep an eye open, and it would give you a productive legal advantage later.

  • Speak about harassment.

This is the most critical issue, as people do face problems, but they get scared or uncomfortable about speaking about them, which may create more tough concerns to counter legally.

It is more than required to speak about your problems, to talk with those who can consult legally, and to make sure you speak to them clearly to figure out better courses.

  • Workplace environment 

In case you do have to face issues at the workplace, such as harassment that may be regular and want to be fixed, then you have to seek a settlement.

You have to discuss with other staff members how to keep an eye open for offenders to catch and make sure to report them so a strict environment can make sure it remains safe.

  • On-purpose assaults

This is one of the more critical backgrounds, as there may be assaults done either hidden from behind, to loosen the grip on the road, or to get more pleasure.

It is mostly done by certain people who are paid or have commands to do such an offense, so you have to figure out the main culprit that can bring things under control.

  • Awareness drive 

Lastly, it is also crucial that people in close proximity know, and you can interact with them to make them realize how it can be a critical issue.

They will find it so severe a concern that their own family members can get affected, and this way you can clear their mind by having a large push of aids for the future.Possible ways to prevent such harassment may come to light on the basis of its effects and its physical nature.

You may be removed by your boss if you try to raise your voice, so you can take help from a Los Angeles wrongful termination lawyer to get your position back. The influence of legal courses, damages to the body, bleeding, or even making it worse can ask out to bring those who are specific persons working for similar elements in legal terms.

For this, you can take aid from Los Angeles sexual harassment lawyers, who can look after the entire scope and fix your concerns.

Your perfect platform to find out about lawyers who can handle cases involving sexual harassment. From workplace issues to core angles that affect life, all matters are covered. The best place to find a qualified person and make sure your case is well handled is…

Are Private Employees Protected by Whistleblower Act in Ohio?

When it comes to whistleblower protection for private sector employees, you might have a number of questions. The Ohio Whistleblower Protection Act effectively makes it illegal for any employers in both the private and public sectors to harass, punish, or retaliate against any workers that have reported wrongdoing or unlawful activity. The reported wrongdoing can be in relation to the worker’s boss, employer, or their work colleagues.

So when you ask if there are any whistleblower protection for private sector employees, the short answer to that question is yes. There is protection in the Whistleblower Protection Act for private sector employees. But we can take a more in depth look at what kind of whistleblower protections exist for private sector employees.

Is There Whistleblower Protection for Private Sector Employees?

Once more, there is whistleblower protection for private-sector employees. While we will go over how a private sector employee can invoke those kinds of protections shortly, it is also in your best interest to also speak with a whistleblower attorney. They will know the specific ins and outs of the Ohio Whistleblower Protection Act and the steps needed to get a violation report started.

You, as an employee who is seeking to invoke the Whistleblower Protection Act for private sector wrongdoing, should have a general idea of what the law says in regard to the protection of private and public sector employees.

Section 124.341 (A) of the Ohio Revised Code (O.R.C.) says the following in regard to a private or public employee becoming aware of wrongdoing or unlawful activity:

“If an employee in the classified or unclassified civil service becomes aware in the course of employment of a violation of state or federal statutes, rules, or regulations or the misuse of public resources, and the employee’s supervisor or appointing authority has authority to correct the violation or misuse, the employee may file a written report identifying the violation or misuse with the supervisor or appointing authority. In addition to or instead of filing a written report with the supervisor or appointing authority, the employee may file a written report with the office of internal audit created under section 126.45 of the Revised Code or file a complaint with the auditor of the state’s fraud-reporting system under section 117.103 of the Revised Code.”

This essentially means that you, as an employee, are able to file a report if you notice any violations of state or federal law, if you believe that there is a criminal offense taking place, or if you have a reasonable belief that there is the potential for imminent physical harm to people or where something may become a public safety hazard.

The reported activity has to fall within the specifications laid out conditions for whistleblower protection for private-sector employees to take effect.

Alongside the Ohio-specific statutes, a whistleblower attorney will also be able to walk you through the protections that are afforded to private-sector employees through whistleblower protections at the federal level.

For more information on the federal level, see our brief breakdown here.

Whistleblower Protection Act for Private Sector – What to Know

When it comes to the Whistleblower Protection Act for private-sector employees, here is a practical breakdown of when an employee can invoke protections under the Ohio state statute. If you are working at a private school, company, or state or local government agency, you can invoke whistleblower protection for private-sector employees when you:

  • Wholeheartedly believe that a violation is a possible crime, a crime, or a danger to public health
  • Take notice of an ethical, legal, or regulatory violation by a coworker, manager, supervisor, or executive at your place of work
  • Report the noticed violation in writing to a regulatory agency, law enforcement, or an appropriate entity through your organization

Once a report is received, the receiving party is then required to undertake a good faith investigation. The investigation will need to determine the accuracy of the report given. And if the report is found to be corroborated, then a solution will need to be implemented.

The Whistleblower Protection Act for private-sector employees offers the following legal options for whistleblowers that face retaliation from the workplace:

  • Payment of back pay
  • Reinstatement to the employee’s previous position after demotion or being fired
  • Reinstatement of full benefits
  • Payment of attorney’s fees
  • Payment of back pay with interest if the retaliation has been found to be intentional

Work With a Whistleblower Attorney

If you have questions pertaining to the Whistleblower Protection Act for private-sector employees, reach out to a whistleblower attorney at the Friedmann Firm. We offer free and confidential consultations, and we are here to work with you as you look for whistleblower protection for private-sector employees.

Get in contact with a whistleblower attorney online or at 614-610-9755.

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Preventing Sexual Harassment in The Workplace

Every year, there are tens of thousands of reported cases of workplace sexual harassment in the United States. Outside of those numbers, many experts believe a majority of harassment incidents go unreported. Clearly, sexual harassment is a major issue for U.S. businesses and their employees. That is why it is so important for businesses to have well-crafted, clear sexual harassment policies and reporting procedures, as well as processes for addressing allegations of inappropriate and unlawful behavior. In this article, we will review how employers can take steps to protect their employees and meet their responsibilities under the law.

How to address reports of sexual harassment

If you do receive an allegation of sexual harassment, start by treating it with the utmost gravity and severity. The allegation does not have to be formal for you to launch an investigation: workplace gossip or a single off-hand conversation with a human resources (HR) employee is grounds to start looking into the matter.

As part of your sexual harassment policy, you should have put together a general roadmap for investigating, and dealing with, allegations of harassment. If you have an HR team, they should have a detailed plan and process for talking to all the parties involved as part of their investigation. If you do not, you should:

  • Talk with the employee making the allegation to get the full scope of what happened and what witnesses were present. Take detailed notes. During this conversation, you should refer back to your company’s policies and how the employee is protected from retaliatory action.
  • Next, speak with the employee accused of inappropriate behavior. Tell them that you are conducting an investigation into the incident, and that your work will be fair and transparent.
  • Interview any witnesses to the incident to get their perspective on what happened. As with before, be sure to take detailed notes. The more witnesses you have, the better understanding you will have about what transpired.
  • Take all your notes and findings and talk with a trusted employment attorney in Los Angeles. They can review the details and give you the go-ahead to move forward with action.
  • Depending on the results of the investigation, decide what to do. Be consistent with your sexual harassment policies, taking into account the recommendations of the employment law attorney.

Addressing allegations and incidents of sexual harassment can be difficult and complex. There is no general prescriptive approach for what to do in every scenario. Instead, managers will need to make tough, informed decisions. In general, make sure you:

  • Conduct all sexual harassment allegations in the exact same manner, based on the same policies.
  • Thoroughly document the investigation, your conversations, and your decision-making process.
  • Consult with an attorney and human resources specialists if you need guidance.

Preventing sexual harassment

All employees have the right to work in an environment free of sexual harassment. For both the safety of their employees and their own legal liability, it is important for businesses to take proactive steps to prevent and deal with harassment allegations.

Every workplace should have a clear, published sexual harassment policy. This document outlines what sexual harassment consists of, what the the discplinary measures are for those who engage in harassment, and what the reporting process is. Typically included in an employee handbook or onboarding materials, your company’s sexual harassment policy should also include language regarding your obligations, including investigating any and all allegations of impropriety and protecting those who report harassment from any form of retaliation.

Everyone at your business—from your part-time and temporary employees to your managers—should be put through a mandatory training where you go over these policies and reinforce the reporting mechanism for sexual harassment allegations. Above all else, it is critical to have a clear, open way for employees to report incidents of sexual harassment, without fear of retaliation or their claim being ignored.

Review your policies with an attorney

If it has been several years since your business’ sexual harassment policies were updated—or if you are just now creating them for the first time—you should have an experienced employment law attorney review them before you publish and share them with your employees. These policies are not one-size-fits-all: there may be special considerations based on your industry, the size of your business, and the states in which you do work. An attorney can help you navigate these waters and craft a sexual harassment policy that is in the best interests of both your company and your employees.

To learn more about the prevalence of harassment in U.S. workplaces and how employers are addressing harassment allegations, be sure to take a look at this infographic from the law firm of Blair & Ramirez LLP in Los Angeles, California.

Infographic-Preventing Sexual Harassment in The Workplace

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How to Navigate Ongoing Sexual Harassment at Work

When you’re on the receiving end of sexual harassment at work, it can be a very confusing and emotional time. It takes a lot of strength to keep a level head and take the right steps to protect yourself, but it’s ultimately the right thing to do for yourself and for others.

If you’ve reported sexual harassment to your employer and they aren’t taking action, it’s time to seek legal representation. Under most federal and state laws, once you tell your employer about an incidence of sexual harassment, they become liable for any future harassment. An employment discrimination lawyer will be able to help you assess your situation and determine the next steps.

Under federal law, you have 300 days from the alleged act of harassment to initiate litigation. Time is of the essence, so retaining an attorney should be your first step if you’re experiencing sexual harassment at work. You should also consider the following steps if the harassment is ongoing. 

Record any incidents of harassment 

Any time you experience harassment, make sure to write down a description of the incident. You should include the date and approximate time, the location where the harassment occurred, and the names of anyone who witnessed it. Keep this information on a personal device so it remains private for the time being. Others may eventually read your written account of the harassment if you litigate, though, so keep your information as clear and easy to read as possible.

Inform your attorney of potential retaliation 

Retaliation is, unfortunately, a real concern for some employees who report harassment at work. It occurs when an employer or supervisor “takes an adverse action against a covered individual because he or she is engaged in a protected activity.” In the case of sexual harassment, the protected activity would be reporting inappropriate conduct. If you suspect you are the victim of retaliation, you should consult your attorney to determine how to proceed. 

You should also gather your work records right away to avoid retaliation from your employer. This is essential for proving your past work history and performance, so you can dispute any unfounded disciplinary action your employer takes against you. 

Take time for self-care 

Don’t just take care of the legal aspects of your case – you need to take care of yourself, too. It can be a very trying experience to stand up against sexual harassment. It can also be rewarding when justice is finally served, and your harasser realizes he or she can’t continue to get away with offensive behavior. Whatever your feelings about the situation, make sure to cut yourself some slack and know that it would be a trying time for anyone in your shoes. A mindful approach to your case can make the process easier for you; so can activities such as meditation, exercise, and other stress relievers. 

Never sacrifice your own safety 

If you’re in the middle of building a sexual harassment case and your employer hasn’t been helpful, you may still be forced to have some contact with your harasser. Never put yourself in an unsafe position for any reason, especially for the sake of your legal case. If the harassment crosses the line into assault or any other behavior that makes you feel unsafe, speak to your sexual harassment lawyer in Minneapolis about the best course of action.

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What Ohio Labor Laws Protect Against Unpaid Wages?

Ohio enforces several laws to protect workers from unpaid wages. The majority of these state statutes appear in section 4111 of the Ohio Revised Code, which spells out requirements for employees to pay a minimum wage and to offer overtime pay to hourly employees who put in more than 40 hours of work during a  workweek. Special wage and hour protections also exist for disabled workers, workers between the ages of 14 and 18, women who do the same jobs as men, state contractors, and individuals with negotiated employment contracts. Read more

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Home Care Workers: Overtime and Other Wage and Hour Law

Before 2015, home care workers were excluded from the federal minimum wage and overtime protections provided by the Fair Labor and Standards Act. They are now covered by these laws, but the nature of their work and the services they provide are unlike the traditional “9 to 5” hours under which many other employees operate.

The wage and hour division of the United States Department of Labor has a helpful guide that outlines exactly how home care workers are paid, overtime exemptions, and how employers can properly follow the regulations set forth under FLSA. As an employer of a home care worker, these regulations must be adhered to, as violating them is not only hurtful for your company but those who need in-home care benefit greatly from a stable workforce of home care workers.

If you are a home care worker, it’s pertinent to know your rights and when they are being violated, so let’s lay it out in layman’s terms by making important distinctions. At the end of this, if you still have questions about overtime and wage and hour law, contact a wage and hour lawyer in Ohio to help you determine if your rights are being violated or not.

Are You a Live-In Home Care Worker?

To be a live-in home care worker, you must live at the client’s house or spend at least 120 hours—or five consecutive days or nights—in the client’s home per week. This rule excludes home care workers who perform 24-hour shifts but do not spend 120 hours or five consecutive days or nights.

As a live-in home care worker, you still have rights to breaks, sleep, meals, and “off-duty” time. These off-duty hours are different than breaks in that they must be long enough for the worker to pursue personal enjoyment effectively. If you are only receiving a minimal amount of off-duty time and cannot effectively make use of your personal time, then talk with your employer or a Columbus wage and hour lawyer to rectify the situation.

Are You Employed Directly by the Client?

Working in-home care, employees may be employed either directly by the client or through an agency. Although you still must be paid minimum wage for all hours worked, this is an important distinction to make as there are a couple of exemptions to overtime payment.

For example, if a home care worker is hired to provide live-in services directly by the client, then the employee is employed by the client only. While the home care worker is still entitled to minimum wage, the client may be exempt from paying overtime, as the value of the housing the employee receives may count toward the wages the client is required to pay.

If a home care worker is employed by an agency that assigns employees to clients, then only the agency is responsible for ensuring that the worker receives overtime pay. Only clients may use the live-in domestic service employee exemption.

Are You Paid Hourly or Daily?

Home care workers—usually employed directly by clients—can be paid a daily rate, as long as the calculated hourly wage still meets the $7.25/hour federal minimum. For example, if a home care worker was paid $50 a day, and works five hours a day for five days, then in that week, they are being paid $10/hour, meeting the minimum requirement. The next week, they may work a total of 40 hours while being paid $50 a day. In that workweek, the calculated minimum wage is only $6.25/hour, and the employer must pay an additional $1/hour to reach the minimum wage.

Keeping track of days and hours worked is important to ensure accurate record-keeping and minimum wage or overtime are being kept. In the case that you are not being paid correctly through your employer, whether it be hourly, daily, by a client, or by an agency, it’s important to have your own records and contact a wage and hour lawyer in Ohio to go over your case.

The Friedmann Firm is a Columbus employment attorney that specializes in unpaid overtime and wages. The employees of Ohio are important to maintaining an economically and socially encouraging environment for Ohio, and The Friedmann Firm recognizes that importance. The law firm happily welcomes any case to protect the rights of and improve the lives of employees.

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