When you started your new job, the owner of the company for which you began performing duties may have informed you that you would work as an independent contractor. You may have accepted this classification because you performed your duties at home and had the ability to set your own working hours. However, these aspects do not necessarily mean that an independent contractor classification is right for your situation.
Most people feel that landing their dream job is a cause for joy. Unfortunately, this joy can be short-lived if individuals find themselves facing a hostile work environment. This type of atmosphere can be created in a number of ways, and having to face sexual harassment can easily create an uncomfortable and hostile environment.
Most people understand that there are certain actions that are generally considered impolite or otherwise unacceptable. In some situations, unwanted actions may even constitute harassment. Though sexual harassment in the workplace is a prominent topic as of late, many individuals in New York and elsewhere have different definitions of what actions land in this category.
As numerous news stories have shown, no occupation is free from the potential of employees facing unwanted behaviors. Though most companies and places of employment have policies in place for dealing with sexual harassment, those policies may not be enough to protect workers. As a result, many individuals end up facing harassment on the job, which can have lasting impacts.
When a serious issue begins garnering the attention it deserves, many people -- including New York residents -- may feel a sense of justice and accomplishment. Over the past several weeks, sexual harassment in the workplace has obtained copious amounts of attention. As a result, numerous alleged high-profile harassers and victims have seen a wave of changes in the entertainment industry. While this attention may allow for movement in a positive direction, what about individuals in low-wage situations?
In case you haven't heard, if you work for one of the many private employers in New York's boroughs, you could be paid at least a portion of your wages while you are out on family leave. Earlier in 2017, legislators passed a law that requires private employers (public employers have the option to opt in) to begin offering employees this opportunity beginning on Jan. 1, 2018.