Watch What You Say (Workplace Vulgarity)

A recent decision by the U.S. Circuit Court of Appeals in Atlanta (Ingrid Reeves v C.H. Robinson Worldwide Inc.) supports the contention that gender-specific, sexually explicit language (vulgarity, lewdness) – not directed at any one person per se – still may constitute a hostile workplace; and, as such, it may contribute to harassment claims being filed that can be pursued under Title VII of the Civil Rights Act of 1964. Read more here.