Sexual Harassment, Disabilities, and Discrimination

Colorado’s legislature passes a new law that will significantly change how workplace harassment and discrimination are evaluated.

Employers in Colorado should be aware of new changes to Colorado’s anti-discrimination laws. This article discusses these reforms and their implications for Colorado employers.

In March of 2022, Christianity Today sadly announced that they “fell short of protecting our employees” when reports of sexual harassment were confirmed. However, this misfortune provides a unique opportunity for ministries and other organizations to unpack what went wrong and examine, “What we can learn from their mistakes?”

If churches discuss sex abuse allegations publicly, are they liable for defamation claims? Maybe, but there are some defenses, as a recent Texas case held.

A study was recently conducted by the Journal of Corporate Finance on almost 200 sexual harassment scandals. The findings? Publicly-traded companies that don't handle it well experience about 450 million dollars in financial damage.

Navigating the needs of high-risk workers in the right way is critical for employers to avoid inadvertently discriminating against an employee on the basis of disability, health condition, or age.

In Title VII lawsuits, employers must raise a defense of failure to exhaust administrative remedies in a timely manner (did the employee follow the process?), or their defense can be waived.

Does Title VII anti-discrimination law extend to sexual orientation and gender identity? The Supreme Court will decide.

While bullying and harassment may seem similar at first glance, in spite of a few commonalities, each has a very different definition and legal significance in the U.S. workplace.

A multi-chapter resource about what should an organization say after someone is fired for sexual harassment or misconduct—within the organization, to outsiders, or to future employers.