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Policies regarding sexual harassment

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The overhaul is meant to fill gaps that executives allegedly exploited to engage in sexual misconduct or harassment, and to serve as an example for other Silicon Valley tech companies. In an email to employees, CEO Sundar Pichai encouraged them to read the highlights of the settlement, saying "I hope these commitments will serve as a strong signal to all of you that we are not going back in time. But the much more expansive settlement filing, which spans pages, lays out dozens of updates or changes to its policies, ranging from hiring, governance, internal investigations and disciplinary processes. The filing shows structural gaps executives with power were allegedly able to exploit, as well as existing policies they allegedly bypassed. The parties wanted to use the settlement as an opportunity not only for Google to meet basic structural demands, but also to set a tone for the tech industry, which has been among the industries most plagued by transgressions and power differences during the MeToo era, according to documents and conversations with the plaintiffs' attorneys. One of the most significant terms in the settlement is limiting the use of nondisclosure agreements for Google employees, which had been a point of contention among employees in discrimination and harassment cases at Google and beyond.
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How to Write a Sexual Harassment Policy for 2021

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Discrimination and Sexual Harassment Policies - cittametropolitana.info

Although sexual harassment is one of the biggest issues facing employers these days it's not the only type of discrimination you need to be concerned about. Under the Civil Rights Act of , employees who believe they were victims of job discrimination due to race, religion, sex or disability are entitled to a trial by jury. While companies with fewer than 15 employees are generally exempt from federal discrimination laws, most states have their own laws prohibiting discrimination, which, in addition to protecting a wider range of categories of employees, include smaller businesses within their scope and procedural and evidentiary standards more favorable to claimants. Apart from the tendency of some juries to award plaintiffs disproportionately high monetary damages, litigation in this area of the law can be extremely costly, even if you prevail. Concerns over the discrimination are more important than ever in today's increasingly diverse business world. If you run a small business, chances are you will be dealing with employees from many cultures, races and age groups.
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Policy on preventing sexual and gender-based harassment

The Johns Hopkins University is committed to equal opportunity and providing a safe and non-discriminatory educational and working environment for its students, trainees, faculty, staff, post-doctoral fellows, residents, and other members of the University community. To that end, the university seeks to provide community members with an environment that is free from discrimination and harassment on the basis of sex, gender, marital status, pregnancy, race, color, ethnicity, national origin, immigration status, age, disability, religion, sexual orientation, gender identity or expression, military status, veteran status or other legally protected characteristic. The university also is committed to providing individuals appropriate access to all academic and employment programs, benefits and activities on the basis of demonstrated ability, performance and without regard to any protected characteristic.
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