SEXUAL ASSAULT CASES CLIMBED CONSIDERABLY IN THE ARMED FORCES IN 2019

Sexual assault cases climbed considerably in the armed forces in 2019.

In response, the United States Defense Department issued a new directive that's meant to combat the serious issue of sexual harassment and assault.  The department plans to codify sexual assault as another military offense with stronger penalties. 

Of sexual assault and harassment have risen throughout the army with a recent study finding that documented cases rose from 4,800 in 2016 to over 6,050 in 2018.  Because high quantities of sexual assault across all segments of society go bankrupt, officials believe the actual number could be more than 20,000 instances for 2018.  This represents an alarming rise of 38 percent over the past two years.

Right to a Safe Workplace

Employees in all offices have the right to a safe workplace free of sexual harassment and assault.  In the aftermath of this #MeToo movement across the USA, more attention has been paid into the often-hidden epidemic of sexual harassment and assault at work.  The U.S. Army has become the subject of frustration from lawmakers and advocates for a lack of adequate improvements to tackle it within its branches, in addition to the service academies.

1 recent report found that 43 percent of women who report sexual assault to army officials say the procedure resulted in unfavorable experiences for sufferers, including retaliatory harassment.  The Defense Secretary said that the difficulty undermines morale and trust and impacts military readiness.  Members of Congress known as the problem that an urgent one and advocated for Congressional supervision due to what they view as the failure from the Department of Defense to fight it.  The five military academies also found a shocking growth of almost 50 percent of sexual assault because of 2016, according to defense officials.

In the event that you have been the victim of workplace sexual harassment or assault, it's necessary to have strong legal representation from a proficient employment lawyer who will advocate for your rights.  Sexual harassment and assault in the workplace are violations of Title VII of the Civil Rights Act of 1964 and can include a variety of unwanted advances that make a hostile workplace.  Sexual assault is also a criminal action and the army has not released additional details of how they want to further prosecute criminals and increase penalties.

Many times, workers who are experiencing sexual harassment are advised to talk to their boss. 

As per a recent analysis, power and authority frequently contribute strongly to office gender dynamic and those interactions can turn toxic

Some of the eye-opening statistics found in the analysis include:

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One in three workers (36 percent ) have witnessed someone in a more effective position make the most of an individual in a less powerful position on the job

29 percent of women and 20% of men have experienced unwanted advances from a supervisor.  (The number rises to 35 percent for men and women aged 18-34.)

Nearly one in four women (24%) believe the endured career setbacks because they denied advances from somebody in authority.

57% of women and 39% of men would abandon their jobs when they discovered an executive in their company was providing privileges to workers in exchange for sexual favors

Sound Familiar?  Hers What to Do

Document the Behavior

Is crucial to record every improper event when constructing a case for sexual harassment.  Write down what occurred, what got mentioned, the time and day, and any relevant information.  Do it as soon as possible after an event occurs

Maintain your documentation in a safe place so no one in your office can find it

Speak to Human Resources

If you submit a claim for sexual harassment with your HR department, is on them to conduct an investigation.  Should you dot have a dedicated HR officer, then finds out was in charge of the majority of employee issues at your company.  This Individual Is Most Likely the person to take this problem to

Go On Your Boss Head

If your boss is your problem, you obviously cat report sexual harassment to these that you may consider reporting it to their supervisor

Speak to an Attorney

Becoming subject to an abusive boss puts you at a specially vulnerable position is essential to talk to a lawyer with a strong Comprehension of sexual harassment law

Your sexual harassment lawyer will be able to help you ascertain what really going on and whether it qualifies as sexual harassment under the law; record and handle the situation as efficiently as you can, and file a charge if needed.

EMAIL CHAIN UNCOVERS SEXUAL HARASSMENT CLAIMS

A current Microsoft employee email chain reveals girls sharing episodes of discrimination and sexual harassment, and today the company best human resources executive is acting.

Microsoft senior leadership is exploring all claims.  This is not the first time the tech giant has come under fire for sexual harassment.  In 2018, a class-action lawsuit claimed the 238 discrimination and sexual harassment complaints were managed by the business in a lackluster way.  

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Harassment, while 119 stated they had been victims of sex discrimination.  Three women said they had pregnancy discrimination, and eight girls claimed they had been retaliated against because they whined about their work situations.  The lawsuit also clarified the air at Microsoft as a beaus club.

Inquiry Leads to Mail Chain

The email chain began on March 20, when a female employee who had been stuck at the exact same job for six years asked about how to maneuver in the Microsoft company.   1 woman claimed she was given simple tasks on one project that included booking hotel rooms and taking notes at meetings.  Another woman claimed she was on a business trip with a man working for a partner company who threatened to kill her if she didn't perform sexual acts.  When she reported the incident to Human Resources (HR), she was told the man was just flirting, and there was nothing they could do since he didn't work for Microsoft.

A senior-level female employee who earned the name of Microsoft Partner claimed that she was asked to sit on the lap of another employee in a meeting before colleagues and HR.  When she cried and cited business policy, the man making the request said he did not have to listen to the coverage and repeated his request that she sit on his lap.  Employees commented that they found the thread educational and empowering.

Use of Derogatory Names

Apparently, using derogatory language at Microsoft toward female employees happened often.  Girls on the ribbon claimed the use of derogatory names against them was pervasive at the provider.  A female engineer who had worked at other significant firms said that wasn't something that she had elsewhere, but it was common at Microsoft.

Human Resources Responds

The female head of HR at Microsoft is taking the claims made on the email thread quite seriously.  She and the senior leadership team were sad and appalled that employees were dealing with these issues.  She informed people who suffered these demeaning experiences to contact her directly so that she can investigate the situation personally.

Sexual harassment has happened in the office for so long as men and women have worked together, but the #MeToo movement marks a sharp breaking point.

Strong men have lost their jobs as a result of sexual harassment.    In addition, local and state government

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Initiated a variety of new laws for combatting sexual harassment at work.

New Laws in Place

Since many anti-sexual harassment laws have happened on the state and local level, it is very important that employers and employees are aware of what constitutes sexual harassment.  Businesses are mandated to put anti-sexual harassment policies and coaching programs set up.   For a company, which means such obligations are public, and all employees, including future employees, can understand the circumstances, as well as business partners, shareholders, and clients.  Public disclosure incentivizes companies to make sure no form of sexual harassment is tolerated and criminals are dealt with as quickly as possible.  When confidentiality arrangements are set up, sexual harassers will continue to act inappropriately and not suffer consequences.

Promoting General Civility

Treating other people as you want to be treated is a historical idea.  Too many companies focus on the legal accountability surrounding sexual harassment and fail to promote an atmosphere of general civility in their workplaces.  A holistic approach to sexual harassment involves training policies and programs.  Just when employees respect each other and proactively work to prevent sexual harassment at work will this kind of behavior become something of the past.

Speech All Harassment

While sexual harassment receives the most attention, employers anti-harassment policies and training must also include other forms of harassment.  This includes age, race, disability, ethnicity, and religion.  Employer policies and training should make it clear that no kind of harassment is acceptable at work, and reporting procedures must prove straightforward.

In case you experienced sexual harassment or discrimination at work, an expert sexual harassment lawyer can assist.