Jill Chasson Discusses Ninth Circuit Decision Highlighting Risks of Offensive Music in the Workplace

The United States Court of Appeals for the Ninth Circuit (which includes Arizona) recently ruled that offensive music in the workplace can be considered auditory harassment and provide a basis for a hostile work environment claim under Title VII of the Civil Rights Act of 1964. Employment law partner Jill Chasson explained the case and the importance of the appellate court’s decision in an article for HR Laws. The case involved a warehouse in Nevada where managers and employees continued playing sexually graphic, violent, and misogynistic music despite two years of complaints from both female and male employees. Jill explained that in reviving the case after the trial court dismissed it, the Ninth Circuit confirmed that employers can’t avoid liability by asserting an “equal opportunity harasser”...

Read MoreRead More
Attorney Jill Chasson

Should Service Animals Be Allowed in the Workplace? Attorney Jill Chasson Breaks It Down With HR Daily Advisor

Service dogs are a common sight in public places, but what happens when someone wants to bring their furry friend into the office? BLR’s HR Daily Advisor turned to Jill Chasson for insight on whether companies should allow service or emotional support animals into their workplaces and, if so, how they should evaluate the situation. Jill explains that the answer is often circumstantial. When considering such a request, the employer should follow the ADA interactive process, just as with any other request for accommodation. A good starting point is to have the employee identify their medical condition(s), the resulting limitations, the type and breed of animal, and how the animal will assist them in performing their essential job functions. The company may also ask to see...

Read MoreRead More

Jill Chasson Addresses Disclosing Pronoun Preferences in Email Signatures for HR Daily Advisor

With gender identity, gender fluidity and transgender rights gaining more public attention in recent years, Jill Chasson wrote an article for BLR’s HR Daily Advisor and Employment Law Letter (West) highlighting factors employers should consider around specifying pronouns in email signatures. Jill addressed the benefits of requiring all employees to add pronouns to their email signatures , including attracting new workers and preventing employees with more ambiguous names from being mistaken for the wrong gender. She also covered why companies might choose to leave it to employees to accommodate nonbinary employees who are reluctant to specify as well as those who have faith-based objections, and shared business reasons why some companies prohibit the practice. Regardless of whether a company opts to require or prohibit pronoun inclusion,...

Read MoreRead More