The fast-food chain McDonald’s has been one of the most popular restaurants in Chicago and across the U.S. for decades. However, the restaurant’s reputation has been soiled by what many employees are calling ongoing, unaddressed sexual harassment against workers. Just recently, McDonald’s staff in cities throughout the country walked off the job in protest of workplace sexual harassment. This walk-off is not the first of its kind. In fact, McDonald’s workers have organized strikes multiple times in the past over allegations of discriminatory actions and workplace harassment issues.

Restaurant Workers Say They Were Verbally and Physically Harassed

Workers should be able to focus on their jobs. However, demeaning and inappropriate language and behavior in the workplace can sometimes make it impossible to do so. Harassment and discrimination can take countless different forms. Sometimes, sexual harassment takes the form of unfair treatment toward workers of a certain gender. Other times, sexual harassment involves displays of explicit or outright pornographic images or videos. Unfortunately, some workers are even subject to sexual assault on the job. One McDonald’s manager is accused of raping an employee who was just 14 years old at the time. The manager had previously been sentenced to ten years in prison after sexually assaulting a child but still managed to gain the position of manager at the fast-food establishment.

Mandatory Anti-Sexual Harassment Training Goes into Effect Next Year

In April, McDonald’s announced that its 2 million workers would be required to undergo anti-sexual harassment training. Restaurants will be required to meet the new standards starting January 1, 2022. Restaurant managers are also expected to collect ongoing feedback about the workplace culture to ensure that the restaurants are safe for employees and customers. However, some claim that anti-sexual harassment training is not enough.

Sexual harassment is considered a form of illegal sex-based or gender-based discrimination. Every employee deserves to work in an environment where they feel safe and respected. Despite numerous federal and state laws designed to protect workers from sexual harassment and discrimination, unlawful harassment continues in workplaces across the United States.

When most people think about sexual harassment, they assume that the harassment involved opposite-sex individuals – usually a male aggressor and a female victim. However, sexual harassment does not always follow this stereotype. Sexual harassment victims and perpetrators can be of either gender. Sometimes, the victim and the perpetrator are of the same gender, which can make it even harder for victims to report harassment.

Same-Sex Sexual Harassment Victims Are Often Reluctant to Report Harassment

Same-sex sexual harassment is often insidious. It may come in the form of favoritism or biased performance reviews instead of derogatory remarks whispered at the water cooler. Sexual harassment involving same-sexed individuals is often difficult to recognize. For many victims, it is also difficult to report.

For divorcing or unmarried parents, the issue of child custody is often a top concern. Even if parents initially agreed on how to divide parental responsibilities and parenting time, things change. Sometimes, a child custody arrangement becomes impractical or inappropriate. If you are a parent who wishes to modify your current child custody order, it is important to understand how and when child custody modifications are permitted in Illinois. Illinois courts want to promote stability and consistency in children’s lives. Consequently, child custody modifications are only granted under certain circumstances.

Modifying Parenting Time or Parental Responsibilities

In Illinois, “child custody” consists of two main components: parental responsibilities and parenting time. Parental responsibilities refer to how parents make decisions about their child’s upbringing, including the child’s education and religious training. Parenting time, which used to be called visitation, is each parent’s time caring for the child. If you wish to modify the allocation of parenting time and responsibilities, you can file a Petition to Modify Parenting Time and Responsibility with the court. However, the steps you will take to receive a parental responsibilities modification depend on how recently the order was entered or last modified.

Changing Your Child Custody Order in Illinois

Parenting time may be changed at any time as long as the parents agree or there is a change in circumstances necessitating the change. For example, if your work schedule changes and you need to change your parenting time schedule to reflect this, you can do so relatively easily.

Image a sexual harassment victim. If you are like many people, the first person that comes to mind is a young woman in a traditionally “feminine” outfit such as a skirt or dress. Sexual harassment happens to women and men of all ages, ethnicities, and lifestyles. By no means is the problem limited to what we think of as “feminine” women.

However, a recent study suggests that sexual harassment claims are perceived as less credible or less severe when the victim is a woman who does not fit traditional female stereotypes. The study has significant implications and reminds each of us that workplace sexual harassment is still a serious, ongoing problem in Illinois and across the U.S.

Victims’ Appearances May Influence Sexual Harassment Claims

One of the most important components of the #MeToo movement was the assertion that not all sexual harassment and sexual assault victims are the type of people you would expect. Anyone can be a victim of sexual harassment. Anyone can be a perpetrator of sexual harassment. In fact, an estimated one in five workplace sexual harassment complaints are filed by men.

Divorce is never easy. However, some divorcing spouses face obstacles and challenges that the average person does not. If you or your spouse are a local celebrity, well-known business leader, or otherwise in the public eye, you will undoubtedly face additional challenges.

Understandably, people in this situation are extremely concerned about confidentiality. Divorce cases involve discussions about deeply personal matters and detailed financial information. If this information becomes public, it could potentially harm your reputation or even ruin your career.

Avoid Public Litigation by Using Alternative Resolution Methods

If you are concerned about keeping confidential information private during your divorce, it is best to avoid court litigation if possible. Court hearings are open to the public. Alternative resolution methods like mediation and collaborative law can help you and your spouse negotiate divorce issues under the umbrella of confidentiality. Collaborative divorce is an especially popular method for couples with significant assets or disagreements about divorce issues. During a collaborative divorce, you, your spouse, your respective attorneys, accountants, and other participants all sign an agreement pledging to keep the discussion confidential. You also promise to resolve the issues during the collaborative process and avoid litigation.