Employees have the right to be free from sexual harassment or other types of discrimination at work. However, as countless news stories demonstrate, this kind of behavior is still prevalent in many workplaces.

Hostile workplace harassment is the most frequently discussed type of sexual harassment prohibited by federal and state law. A hostile work environment is one in which an employee is subjected to explicit, demeaning, or offensive conduct that is either severe or pervasive enough to create a hostile workplace.

Quid pro quo harassment is another type of sexual harassment that is less frequently discussed in the media. Quid pro quo harassment occurs when a supervisor or other authority figure requests sexual favors from an employee or applicant as a condition of employment or job advancement.

For parents getting divorced, the impact of the divorce on their children is generally at the very top of their minds. Parents worry about how children will respond to the news of the split and how they will cope with the impending changes to their family. Fortunately, many children with divorced parents grow up happy and healthy. However, that is not to say that the divorce will be easy for them.

As you navigate this complicated situation, consider the following tips from child experts and psychologists for discussing divorce with children.

Stick to the Facts and Avoid Oversharing

One of the most important things to remember when discussing the divorce with your children is to remain fact-based and age-appropriate. Your marriage may be ending because your spouse had an affair, gambled away the savings account, or otherwise betrayed you. Or, the divorce may be the result of a marriage that has been broken for years. Whatever the reason, it is important not to get into the details about why the marriage is ending. Instead, factually explain the logistics of the split, where the children will live, and when they will see each of the parents.

 When married parents get divorced, they create a parenting plan that outlines key issues regarding their child's upbringing. The parenting plan explains when each parent will care for the child, how major decisions about the child's education and upbringing will be made, and much more. Of course, life is full of unexpected changes and many parents find themselves in a position where they need to modify their parenting plan.

If you need to modify your child parenting agreement and you live in DuPage County Illinois, it is important to understand laws regarding modifications. Depending on your circumstances, what you need to change, and when the parenting arrangement was put in place, you may need to meet certain standards to modify your parenting plan. Read on to learn more.

Modifying the Parenting Time Schedule

Parenting time, previously called visitation, is the time each parent spends supervising and caring for the child. Many parents decide on a parenting time schedule that gives both parents the opportunity to spend time with the child. For example, one parent has the child during the weekdays while the other parent has the child during the weekends.

 Collaborative divorce is a specific type of divorce process in which spouses are represented by their own attorneys, but still work cooperatively toward a solution. The ultimate goal of the collaborative divorce process is to reach a settlement on divorce issues such as property division and the allocation of parenting time and responsibilities without litigation. To facilitate this process, the divorcing spouses typically sign a Participation Agreement. The Participation Agreement is a document that outlines each party's commitments and expectations throughout the collaborative divorce process.

Elements of a Participation Agreement or Collaborative Agreement

A Participation Agreement is a document that outlines the expectations of all parties involved in the collaborative divorce. It outlines each party's legal rights and obligations.

Most participation agreements include the following provisions:

The construction industry is vital to our modern lives. Without construction workers, many of the buildings, roads, and structures that we use on a daily basis would not be standing. Unfortunately, this important industry is also plagued by a serious and pervasive problem: sexual harassment.

Exploring the Problem of Sexual Harassment in the Construction Sector

Most would agree that construction work is much unlike the office jobs that dominate today’s typical workplace. Construction workers are often forced to work in close proximity to each other, climbing scaffolding or working on ladders in tight spaces. This can make some workers a little too comfortable when it comes to making inappropriate comments or touching other workers.

Furthermore, the construction industry is overwhelmingly male. Only about four percent of construction workers are women. Although sexual harassment can happen to anyone of any sex, sexual orientation, or gender expression, statistics show that sexual harassment is more common when there is a major disparity in gender within a workplace. One survey found that 66 percent of respondents claim to have experienced sexual harassment or gender bias while working in the construction industry.