America dating laws
Protected activity can include actions such as filing a charge of discrimination, complaining to one's employer about job discrimination, requesting accommodation under the EEO laws, participating in an EEO investigation, or otherwise opposing discrimination.
For example: Q: What are some examples of employment decisions that may violate the Americans with Disabilities Act and involve applicants or employees who experience domestic or dating violence, sexual assault or stalking?
The Be SMART campaign asks parents and all responsible adults to prevent these tragedies by following five simple steps: Secure guns in homes and vehicles; Model responsible behavior around guns; Ask about the presence of guns in other homes; Recognize the risks of teen suicide; and Tell your peers to Be SMART.
Since 2015, Moms Demand Action volunteers have spreading the message about responsible storage in their communities.
This includes any behaviors that intimidate, manipulate, humiliate, isolate, frighten, terrorize, coerce, threaten, blame, hurt, injure, or wound someone." : "Stalking is a pattern of repeated and unwanted attention, harassment, contact, or any other course of conduct directed at a specific person that would cause a reasonable person to feel fear." Stalking can include: Repeated, unwanted, intrusive, and frightening communications from the perpetrator by phone, mail, and/or email[;] [r]epeatedly leaving or sending victim unwanted items, presents, or flowers[;] [f]ollowing or laying in wait for the victim at places such as home, school, work, or recreation place[;] [m]aking direct or indirect threats to harm the victim, the victim's children, relatives, friends, or pets[;] [d]amaging or threatening to damage the victim's property[;] [h]arassing victim through the internet[;] [p]osting information or spreading rumors about the victim on the internet, in a public place, or by word of mouth[;] [or] [o]btaining personal information about the victim by accessing public records, using internet search services, hiring private investigators, going through the victim's garbage, following the victim, contacting victim's friends, family work, or neighbors, etc." For more information, see usdoj.gov/
 An employer is always responsible for harassment by a supervisor that culminated in a tangible employment action, such as discipline or termination.
For example, some state and local non-discrimination laws apply to smaller employers, and some states have laws expressly prohibiting discrimination against victims of domestic violence, and requiring employers to provide a certain amount of unpaid leave for related circumstances, including seeking medical care or legal assistance and attending court.If the supervisor's harassment did not lead to a tangible employment action, the employer is liable unless it proves that: (1) it exercised reasonable care to prevent and correct promptly any harassment; and (2) the employee unreasonably failed to complain to management or to avoid harm otherwise.An employer is liable for harassment by a co-worker or by a third party over whom the employer has control if the employer knew or should have known of the conduct, unless it can show that it took prompt and appropriate corrective action upon learning of the harassment.Over the past five years Moms Demand Action gained unstoppable momentum to become the strongest opposition that the gun lobby has ever seen.