New Jersey – January 5, 2021

Human resources management companies can often mediate between employees and employers when allegations of toxic workplace environments are made, including sexual harassment and discrimination.  New Jersey political campaigns more recently hired a human resources firm to assure an inclusive workplace and provide sexual harassment training after the Governor’s first campaign suffered from negative allegations, especially by female employees.  A skilled employment law attorney can interact with human resource consultants on behalf of a victim of sexual harassment, or workplace discrimination.

 H.R. Consultants.

Professional services provided by human resources companies often include mandatory sexual harassment and implicit bias training for staff members and consultants.  In the New Jersey case, the campaign is developing a code of conduct specific to the political campaign, including direct paths to investigate and resolve workplace issues.  A system will be constructed to discipline and terminate employees and consultants when they do not adhere to the proper implemented code of conduct.  These implemented standard operating procedures must reference the laws supported by Title VII of the Civil Rights Act, and the Equal Employment Opportunity Commission against workplace discrimination.  A workplace discrimination attorney can guide individuals through this arduous process.

Title VII language addresses sexual harassment in the form of unwelcome sexual advances, requests for sexual favors and other verbal, or physical conduct of a sexual nature.  A civil rights, personal injury, or employment law attorney may be able to offer another means toward compensation when workplace harassment causes harm and damage to an employee and internal codes of conduct are not being followed.

  • Quid Pro Quo. Authoritative figures/bosses in the workplace demand, or require sexual acts for preferential treatment, or to avoid punitive action – employment decisions made because an individual has submitted to, or rejected the negative behaviors.
  • Hostile Work Environment. A boss, or employer does not remedy a work environment where sexually inappropriate behavior is present, negatively affecting work performance and creating intimidating, hostile and abusive work environments.

 Identify sexual harassment.

  1. Uninvited physical contact.
  2. Sexual assault.
  3. Displaying sexually explicit media, or objects.
  4. Intimidation through rude remarks that are gender-related.
  5. Offering promotions, special treatment, or limiting advancement and threatening termination based on requests and submission of sexual favors.
  6. Understated flirting, or sexually suggestive conversation.

Report toxic workplace.

Human resources companies can assist victims in the safe methods to inform the harasser that their conduct is unwelcome and insist that it stops. They should report to representatives and use any employer complaint mechanism, or grievance system available, including complaining to the Equal Employment Opportunity Commission (EEOC).  Positive settlement awards may be the result of strong cases presented by experienced legal counsel.

Hire a lawyer.

Victims of sexual harassment have legal options against sexual harassment, and seeking legal counsel is the first thing a victim should do after reporting the abuse through the proper channels where the incident took place.

 

Sources.

https://www.nj.com/politics/2021/01/murphy-campaign-hires-hr-firm-after-toxic-workplace-environment-allegations.html

https://www.justice.gov/crt/fcs/TitleVI-Overview

https://www.ada.gov/

https://www.eeoc.gov/statutes/title-vii-civil-rights-act-1964

https://www.eeoc.gov/statutes/age-discrimination-employment-act-1967

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