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Sexual Harassment Attorneys Lawrenceville GA

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Jack Rosenberg
(678) 736-5746
1117 Perimeter Center West, Suite W405
Atlanta, GA
Specialties
Wrongful Termination, Employment, Discrimination, Sexual Harassment, Civil Rights, Mediation, Medical Malpractice, Wrongful Death, Personal Injury
Education
Woodrow Wilson College of Law,Georgia Institute of Technology
State Licensing
Georgia

Marcus G. Keegan
(404) 842-0333
1418 Dresden Drive, Suite 240
Atlanta, GA
Specialties
Employment, Banking, Contracts, Sexual Harassment, Discrimination
Education
Emory University School of Law,Indiana University of Pennsylvania
State Licensing
Georgia

Charles E. Cox Jr.
3464 VINEVILLE AVE
MACON, GA
Specialties
Employment, Sexual Harassment, Civil Rights, Criminal Defense
Education
LaGrange College,Mercer University
State Licensing
Georgia

Maile Gilmore
(404) 881-5443
1545 PEACHTREE ST NE
ATLANTA, GA
Specialties
Employment, Discrimination, Sexual Harassment, Wrongful Termination, Contracts
Education
Emory University School of Law,Cornell University
State Licensing
Georgia, Massachusetts

Thomas P. Rebel
(404) 240-4255
1500 Resurgens Plaza, 945 East Paces Ferry Road, N.E.
Atlanta, GA
Specialties
Employment, Discrimination, Sexual Harassment
Education
University of Miami
State Licensing
Florida, Georgia

Richard O. Kentish Samms
1961 N DRUID HILLS RD NE
ATLANTA, GA
Specialties
Employment, Discrimination, Sexual Harassment, Wrongful Termination, Family
Education
State University of New York, College at Old Westbury,Vanderbilt University
State Licensing
Georgia

A. McArthur Irvin
(404) 237-1020
ONE BUCKHEAD PLAZA 3060 PEACHTREE RD NW STE 1050
ATLANTA, GA
Specialties
Employment, Mediation, Arbitration, Sexual Harassment
Education
University of Florida,University of Florida,St Andrews University (Scot)
State Licensing
Florida, Georgia

William M. Haas III
(478) 750-8600
577 Mulberry Street-Suite 710, Po Box 1975
Macon, GA
Specialties
Employment, Litigation, Sexual Harassment
Education
University of Alabama
State Licensing
Georgia

Jon E. Ingram Jr.
(404) 853-8063
453 GREENE ST
AUGUSTA, GA
Specialties
Litigation, Personal Injury, Insurance, Civil Rights, Sexual Harassment
Education
University of Georgia, Athens,Georgia Institute of Technology
State Licensing
Georgia

Julie Davis Loring
(404) 888-3819
271 17th Street, Nw Suite 1900
Atlanta, GA
Specialties
Employment, Sexual Harassment, Discrimination
Education
Wake Forest University
State Licensing
Georgia

Dealing with Harassment at the Workplace | Gradspot.com

By Julie Fishman

Remember the elementary school bully who gave atomic wedgies to the geometry club? Or the middle school smart aleck who renamed Becky McFadden Becky McFattend? How about the high school Romeo who spit lines like, “There are 265 bones in the human body. How’d you like one more?” Well, these a-holes are now adults, and if their adolescent antics have carried over into the working world, they could be considered instances of harassment.

Being the lowest but youngest (and therefore most attractive) members of the totem pole, recent grads are both the most likely to be the victims of harassment and the least likely to feel comfortable reporting it. Technically, harassment at work occurs when any unwelcome comments or conduct based on sex, religion, or other legally guarded characteristics interferes with an employee’s performance or creates a hostile, intimidating, or uncomfortable work environment. Employees are protected under Title VII of The Civil Rights Act of 1964, but behavior must be severe, pervasive, or result in a change in status (demotion, firing, failure to promote, etc.) to be considered harassment. So how do you gauge when innocuous hazing is actually illegal harassment?

A Thin Grey Line

Harassment can be hazier than LA on a hot summer day. It is often hard to tell when something is innocent and when it is inappropriate. Ass slap at the company softball game: probably okay. Ass slap in the boss’s office: probably not okay. Harassment comes in many varieties, the most prevalent being sexual, racial, and emotional. All three involve unwanted verbal, visual, or physical conduct of an offensive nature aimed at a person’s gender, ethnicity, or personal integrity. Examples range from innuendos to sexual invitations, epithets to assaults, and demeaning to demoting. Minor offenses, such as jokes, gestures, or emails are not legally considered harassment unless they are recurring or very severe. It may be best to simply tell the perpetrator that the action is unacceptable. If a minor offense reoccurs, it becomes a major offense and moves to the realm of harassment. Serious transgressions, such as a boss giving a “sex or sayonara” ultimatum or threats to a person’s well-being should be dealt with immediately.

Dealing with the Dilemma Internally

Workplace harassment is common but often not reported because the victim blames him or herself, is ashamed, or thinks the results will outweigh the complaint. It is important not to let a problem fester. If the objective is simply to stop a low-level offense, such as being referred to as McDreamy, simply tell the person that the behavior is not appreciated. If face-to-face confrontation is too intimidating, write a letter outlining what the disturbing conduct is, why it is bothersome, and how it can be resolved. Keep a copy in case the situation persists and a more formal complaint must be made. Use those college-note-taking skills to record date, ...

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