Being the subject of malicious gossip or innuendo in the workplace can sabotage your relationships with coworkers and impede your career prospects. But can this behavior actually rise to the level of a hostile work environment under the law and provide the basis for a sexual harassment claim? According to several cases from around the country, the answer is yes - if adequately supported, evidence of rumors, innuendo, and gossip can demonstrate actionable gender-based discrimination.
Science fiction movies and sensational headlines warn us that artificial intelligence (AI) is going to make our jobs obsolete, widen the chasm between the very rich and the barely-surviving poor, and even develop superior consciousness. Far-fetched fantasies aside, many of AI's applications pose some very real threats to the modern workplace.
As the #MeToo movement sweeps through popular culture, unseating powerhouses in industries from entertainment to politics to academia, the financial industry has been remarkably quiet. On Wall Street, complaints of sexism, gender discrimination, and sexual harassment have simmered for years, but there have been no significant personalities removed from their positions or otherwise dethroned from power.
From the schoolyard to the workplace, bullying is an epidemic. Because mistreatment and abuse of employees can result in legal action and liability, one would think lawyers and law firms would be vigilant in stopping or preventing bullying in their offices. Surveys of workers in the legal profession show otherwise.
Today's computer technology improves exponentially from year to year, putting tiny, yet ever more powerful, computers in the palms of our hands, on our bodies, or even under our skin. With the proliferation of wearable "Internet of Things" devices, many new technologies that track our physical and physiological traits are moving into the workplace - yet, our privacy laws are struggling to keep up. This gap between technology and the law can put employees' privacy rights at risk.
Co-Written by Outten & Golden LLP Paralegal Toby Rae Irving