Curbing sexual harassment in the firms

Article Abstract:

Law firms need personnel policies to prevent sexual harassment as much as any other kind of business does and they must enforce their policies strictly. Charges have become easier for plaintiffs to prove with the emergence of the 'reasonable woman' rather than the 'reasonable person' standard. Since intra-office affairs gone wrong can evolve into sexual harassment charges, personnel policies should warn about the dangers of this practice. Policies should include guidelines for the investigation and resolution of harassment complaints. Other helpful points to include in a policy are listed.

Human resource management, Prevention, Law firms

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Courts now find same-sex harassment to be actionable, but they vary on the relevance of a defendant's sexual orientation

Article Abstract:

Many courts now allow same-sex harassment claims for gender discrimination under Title VII of the Civil Rights Act of 1964 but whether it must be of a homosexual nature remains in question. Title VII itself does not bar same-sex harassment claims, though some courts insist the harassment must create an anti-female or anti-male atmosphere to be actionable. One important area still developing arises from gender-specific perspectives, but in any event employers could be liable for same-sex harassment.

United States, Discrimination against gays

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Courts split on cuts in retiree benefits

Article Abstract:

The legality of cutting back health retirement benefits is becoming a commonly litigated issue. Present court decisions on the the issue are diverse. Retiree health insurance are likely to come up with increasing frequency as most employers do not pre-fund current employee's retirement benefits. A primary concern is vesting, on which the courts are split. Employers, caught in a quagmire of conflicting opinions, should proceed with caution before limiting or terminating retiree health benefits.

Compensation and benefits, Health insurance, Retirees, Retirement benefits

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