Hogan Injury > Blog > work

Workplace Stress: How Can the Law Help?

By | September 28th, 2018

Several studies have attested the fact that the workplace is a major source of stress for American adults. The World Health Organization finds that workers who are stressed are more likely to be less productive, demotivated, unhealthy, less safe, and at risk for depression and anxiety disorders. Some of the main causes of workplace stress are lack of job security, people issues, workload, and inability to juggle work and personal life. Unfortunately, wellness programs in companies do not generally reduce workplace stress. How can the law help address.

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Workplace Bullying: What does the law say?

By | August 27th, 2018

Bullying in the workplace – which includes yelling, insulting and belittling comments, teasing, threatening, and name-calling – often goes unchecked and overlooked. The Workplace Bullying Institute defines workplace bullying as the repeated, health-harming mistreatment of one or more persons (the targets) by one or more perpetrators. It is abusive conduct that is threatening, humiliating, or intimidating, or work interference—sabotage—which prevents work from getting done, or verbal abuse. What the law says Bullying among schoolchildren and cyberbullying have been widely talked about; and legislation and programs that address the.

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Responding to Workplace Sexual Harassment

By | August 13th, 2018

A survey found that 81% of women and 43% of men have experienced sexual harassment in their lifetime. In the workplace, sexual harassment remains to be a serious problem, with 81% of employees believing that it happens in their place of work. The Department of State defines sexual harassment as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when: An employment decision affecting that individual is made because the individual submitted to or rejected the unwelcome.

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California’s Ban on Asking for Salary History

By | April 19th, 2018

California Governor Jerry Brown approved Assembly Bill 168 last October 12, 2017. The bill added a new section to the California Labor Code (Section 432.3) and became effective last January 1, 2018. The law prohibits employers from asking for a job applicant’s salary history information which includes the applicant’s compensation and benefits from their last job. California has followed the steps taken by Massachusetts (signed in 2016, effective July 2018), Oregon (signed in 2017, effective 2019), Delaware (signed in 2017, effective December 2017). New York City also has.

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