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February 2018 Archives

Ways to confront sexual harassment at work

Sexual harassment has been revealed to be a systemic issue in workplaces in Pennsylvania and throughout America. However, some describe the issue as more of a power imbalance in the workplace as opposed to a problem with sex itself. Those who have been hit on or been asked out on dates may want to suggest that their employers create a sexual harassment training program.

Millions recovered by ERISA enforcement efforts

The Employee Benefits Security Administration, or EBSA, restored more than $1.1 billion in employee benefits in 2017. That money was put back into health, disability and retirement plans meant to benefit Pennsylvania residents and other American workers. Of the money restored to such plans, $326.7 million was for vested employees in defined benefit plans who had been let go by their employers. Overall, $682.3 million was recovered at the close of 1,114 civil investigations.

The role of corporate culture in addressing sexual harassment

Employers in Pennsylvania and around the country are encouraged to put procedures into place that make it easy for workers to report sexual harassment, but research suggests that this type of policy is only successful when workplace cultures are open to dealing with these issues. Most companies stress the importance of addressing discrimination and harassment during training or orientation periods, but researchers from the Society of Human Resource Management discovered that only about a quarter of the workers who witness or are the victims of sexual harassment report what they have seen or experienced.

Consequences of violating the ADA

Employees in Pennsylvania or anywhere else in the United States have a right to talk to the Equal Employment Opportunity Commission (EEOC). As a general rule, employers are not allowed to take any actions that may chill an employee's willingness to report discrimination within an organization. This may mean that employers are not allowed to send messages from in-house counsel to employees informing them about actions involving the EEOC.