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	<title>Rhonda says... &#187; sexual harassment</title>
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	<description>So much to say, so little time...</description>
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		<title>How to Document Harassment</title>
		<link>http://rhondasays.com/how-to-document-harassment/</link>
		<comments>http://rhondasays.com/how-to-document-harassment/#comments</comments>
		<pubDate>Sat, 10 Apr 2010 21:04:18 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Harassment and Discrimination]]></category>
		<category><![CDATA[harassment claim]]></category>
		<category><![CDATA[how to document harassment]]></category>
		<category><![CDATA[sexual harassment]]></category>
		<category><![CDATA[sexual harassment prevention]]></category>

		<guid isPermaLink="false">http://rhondasays.com/?p=295</guid>
		<description><![CDATA[Documenting Harassment or Discrimination Claims Documentation is very important.  Good documentation will support your position and provide credibility to your claim.  Keep a journal of all the events that contributed to the harassment and/or discrimination.   The following should be included in the documentation: Date of occurrence Location Ex: In the company break room at 9:25 [...]]]></description>
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		<title>Art and Music and Harassment</title>
		<link>http://rhondasays.com/art-and-music-and-harassment/</link>
		<comments>http://rhondasays.com/art-and-music-and-harassment/#comments</comments>
		<pubDate>Wed, 03 Mar 2010 15:28:13 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Harassment and Discrimination]]></category>
		<category><![CDATA[art harassment]]></category>
		<category><![CDATA[offensive art]]></category>
		<category><![CDATA[offensive music]]></category>
		<category><![CDATA[sexual harassment]]></category>

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		<description><![CDATA[Harassment Through Art and Music  Likewise, art or music that is seen as politically offensive, misogynistic, or sexually themed can lead to harassment liability.  A U.S. Court of Appeals in Slayton v. Ohio Dep’t of Youth Services, for instance, upheld a $125,000 damages award based in part on a coworker’s playing “misogynistic rap music” and [...]]]></description>
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		<title>Teens and Sexual Harassment in the Workplace</title>
		<link>http://rhondasays.com/teens-and-sexual-harassment-in-the-workplace/</link>
		<comments>http://rhondasays.com/teens-and-sexual-harassment-in-the-workplace/#comments</comments>
		<pubDate>Mon, 25 Jan 2010 03:18:11 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Harassment and Discrimination]]></category>
		<category><![CDATA[sexual harassment]]></category>
		<category><![CDATA[starbucks]]></category>
		<category><![CDATA[teen sexual harassment]]></category>
		<category><![CDATA[teenagers and sex]]></category>

		<guid isPermaLink="false">http://rhondasays.com/?p=211</guid>
		<description><![CDATA[Starbucks does not have the corner on sexually harassing teens. As an ex high school teacher and harassment prevention trainer, I dealt regularly with this issue. High school girls were propositioned, groped and required to date or perform a sexual act to get a job or a raise. Teenage sexual victimization is a quiet crime. [...]]]></description>
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		<title>Handling the Harasser’s Interview with Care</title>
		<link>http://rhondasays.com/handling-the-harassers-interview-with-care/</link>
		<comments>http://rhondasays.com/handling-the-harassers-interview-with-care/#comments</comments>
		<pubDate>Mon, 21 Dec 2009 20:53:56 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Harassment and Discrimination]]></category>
		<category><![CDATA[interview questions]]></category>
		<category><![CDATA[interview techniques]]></category>
		<category><![CDATA[interviewing victims]]></category>
		<category><![CDATA[sexual harassment]]></category>

		<guid isPermaLink="false">http://rhondasays.com/?p=180</guid>
		<description><![CDATA[Interviewing those people accused of harassing someone else can be at the very least difficult or at the worst, dangerous.  Knowing how to handle this type of interview can resolve issues quickly and mitigate retaliation efforts. Follow these guidelines: Review 5 Interview Techniques for Harassment Claims. Setup the interview using two investigators if possible. Expect [...]]]></description>
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		<title>Sexual Harassment: Sexual Favoritism</title>
		<link>http://rhondasays.com/sexual-harassment-sexual-favoritism/</link>
		<comments>http://rhondasays.com/sexual-harassment-sexual-favoritism/#comments</comments>
		<pubDate>Sun, 06 Dec 2009 18:22:44 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Harassment and Discrimination]]></category>
		<category><![CDATA[hostile environment]]></category>
		<category><![CDATA[Sexual Favoritism]]></category>
		<category><![CDATA[sexual harassment]]></category>
		<category><![CDATA[sexual harassment prevention]]></category>

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		<description><![CDATA[Sexual Favoritism is defined as unwanted sexual advances which make an employment benefit contingent upon an exchange of sexual favors. Although not a law unto itself, it matches Federal Quid Pro Quo law (this for that). This type of harassment can occur when employees, who submit to a manager or supervisor’s sexual demands, are rewarded [...]]]></description>
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		<title>Sexual Harassment: Non Employee Harassment</title>
		<link>http://rhondasays.com/sexual-harassment-non-employee-harassment/</link>
		<comments>http://rhondasays.com/sexual-harassment-non-employee-harassment/#comments</comments>
		<pubDate>Sun, 06 Dec 2009 17:50:13 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Harassment and Discrimination]]></category>
		<category><![CDATA[hostile environment]]></category>
		<category><![CDATA[Non employee sexual harassment]]></category>
		<category><![CDATA[online sexual harassment training]]></category>
		<category><![CDATA[sexual harassment]]></category>

		<guid isPermaLink="false">http://rhondasays.com/blog/?p=78</guid>
		<description><![CDATA[Harassment by Non-employees is exactly what it sounds like. This is when employees, who are harassed by customers, vendors, temp workers, outside contractors, tec. still retain their rights to a harassment-free workplace.    Liability Employer may be liable if the harassment is known, has control or could have controlled the actions, and fails to take [...]]]></description>
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		<title>Sexual Harassment: Hostile Environment</title>
		<link>http://rhondasays.com/sexual-harassment-hostile-environment/</link>
		<comments>http://rhondasays.com/sexual-harassment-hostile-environment/#comments</comments>
		<pubDate>Sat, 05 Dec 2009 18:39:30 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Harassment and Discrimination]]></category>
		<category><![CDATA[hostile environment]]></category>
		<category><![CDATA[sexual harassment]]></category>
		<category><![CDATA[sexual harassment prevention]]></category>

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		<description><![CDATA[A Hostile Environment occurs when unwelcome sexual conduct ruins an employee’s work environment.   When this occurs the behavior or its effect unreasonably interferes with work performance and/or creates an intimidating, hostile, or offensive environment either at work or at company-sponsored events. The behavior must be unwelcome and in most cases repeated.   Types of [...]]]></description>
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