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She initially got permission to wear a tie, blazer. and trousers to work, but HR kept asking her if she'd reviewed the company's dress code, complained that her suit was unprofessional, and told her to “observe the (other) ladies” in sales who “uniformly wore dresses or skirts with high heels.”
After she was fired a few months later for being late to work, she sued in Manhattan Federal Court, claiming gender discrimination and seeking $1.5 million in damages.
Yesterday thousands of workers with some of the most coveted pay and benefits in the world walked off the job, bringing new meaning and life to walk out protests as a means to drive change in the workplace.
Protest organizers released a list demands for changes to the tech giant's practices, foreshadowing what the harassment laws, policies, and practices of tomorrow will look like:
A secretary at the V.A. in Pennsylvania claimed the V.A.'s county director repeatedly hugged her from behind, massaged her shoulders, touched her face, tried to kiss her on the lips, sent her sexually explicit e-mails, and grilled her about where she took lunch breaks and with whom.
Similar incidents with two other employees were reported, but his supervisor only issued a verbal reprimand with no follow-up or documentation about the incidents or the reprimand.
As part of its new Sex Harassment Omnibus bill, California employers have a year to provide sexual harassment training to all employees, starting January 1, 2019, and again every 2 years thereafter.
California law currently requires 50+ employers to train supervisory employees. The new law requires training every 2 years: 2 hours for supervisors and 1 hour for non-supervisory employees
Training for new workers must happen within 6 months of hire. (side note: New York State just backed off of this requirement, among other changes).