Sexual harassment is not limited to actions that occur face-to-face. Any material that is posted about an individual online or sent to an individual online could also constitute harassment. Materials that are downloaded or printed from a website and showed or sent to others can be a form of indirect online sexual harassment. The Equal Employment Opportunity Commission has also ruled that offensive email messages can be construed as harassment.
Employees in New York and around the country are protected by federal laws that prohibit workplace discrimination. The prohibitions against such discrimination derive from the Civil Rights Act of 1964, a sweeping piece of legislation that forbids discrimination against workers on certain grounds, one of which is gender. One type of workplace discrimination is sexual harassment.
Some readers from New York may be interested to learn that Saks & Co. is facing criticism over a discrimination lawsuit. Media sources say that an ex-employee was allegedly fired from Saks for issues related to her transgender status. In its defense, Saks issued a filing requesting the lawsuit's dismissal because the employee is not entitled to Title VII protection under the Civil Rights Act.
A former steel worker from ArcelorMittal Steel was awarded approximately $4 million by an appeals court after he filed a lawsuit against the company for the harassment and racial insults he endured while working there. The lawsuit was filed in 2012, and he was initially awarded $25 million. It was later lowered to the current amount when the company appealed the initial ruling.
As many professional in New York have already discovered, some businesses require their employees to sign a non-competition agreement as a condition for employment. Such agreements prevent employees from contributing to a business' competitors in a given industry for a duration of time stipulated in the agreement. This time period may extend beyond the employees tenure with the business.