In the wake of the sexual harassment claims being raised in the entertainment industry, there has been a robust conversation about those women who feel as though they have been sexually harassed in the workplace. If you have been attentive to the social media trending hashtag of “#MeToo,” sexual harassment is pervasive and has affected women of all ages and in all sectors of the economy. Unfortunately, based on an experience I had as a young woman, I fall within the ranks of those using the hashtag. 

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As an employer you need to be continually attentive that you are not running afoul of discrimination laws. The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person’s race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability or genetic information. The federal laws apply holistically in your employment practices, including hiring, firing, promotions, harassment, training, wages and benefits.

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