as part of the eeoc sustained and comprehensive effort to prevent harassment and we ramped up the eeoc's role, and i would like to note a few of the highlights of the past fiscal year. hits on the sexual harassment page of the eeoc's website more than doubled this past year. as many individuals and employers sought information from the eeoc. based on final data, i can now report that charges filed with the eeoc alleging sexual harassment this past fiscal year increased by 13.6% from fiscal year 2017. our web pages on harassment charges have been updated and include now fy-2018 data. over the past year we've heard from human resource professionals and also from lawyers who represent workers and employers that they have seen a significant increase in individuals coming forward internally to their own organizations with harassment complaints. they have also said that many more complaints were resolved internally and early which means fewer of those complaints came and turned into eeoc charges. since october 2017 the eeoc's respectful workplace's training program has reached more than 9,800

lemonis: so you filed a claim with the eeoc.ve had feelings for grace, and i knew it wasn't a healthy situation, but to find out that she filed a complaint with a federal agency for sexual harassment, and to find out that he's now terminated her employment after everything that's happened. this is a real big problem. let me get ahold of him, and i'll get back with you, okay? grace: sounds good. thank you. lemonis: take care. bye-bye. grace: okay, bye-bye. xfinity mobile is a designed to save you money. even when you've got serious binging to do. wherever your phone takes you, your wireless bill is about to cost a whole lot less. use less data with a network that automatically connects you to the most wifi hotspots in millions of places and the best 4g lte everywhere else. saving you hundreds of dollars a year. and ask how you get xfinity mobile included with your internet. plus, get $200 back when you when you buy a new smartphone. xfinity mobile. it's simple. easy. awesome. click, call or visit a store today. ♪ lemonis: i'm hea

there's a lot of he sanoidhe we'll see what the eeoc uncovers. live in san jose, i'm damian trujillo, nbc bay area news. >>> thousands of employees walk out of one of the most powerful companies in the world. they're demanding google make changes in the work place when it comes to sexual misconduct. nbc bay area, what is the ceo's response tonight, anoushah? >> reporter: it certainly is, raj. the ceo saying he does support anybody who wants to participate in the walkout. one google employee says 50 out of the 70 google facilities around the world participated in today's walkout. clearly this is an issue resonating here in silicon valley and beyond. >> i don't want young people to go through what i had to go through when i was young. >> reporter: tech workers demanding the powerful company they work for do a better job of protecting them. >> i just think it's important to be aware this is an issue. >> reporter: hundreds of google employees protested at work today by walking off the job, unhappy with the way google has handled sexual misconduct all

lemonis: so you filed a claim with the eeoc. it wasn't a healthy situation, but to find out that she filed a complaint with a federal agency for sexual harassment, and to find out that he's now terminated her employment after everything that's happened. this is a real big problem. let me get ahold of him, and i'll get back with you, okay? grace: sounds good. thank you. lemonis: take care. bye-bye. grace: okay, bye-bye. ♪ bum bum bum bum bum this is incredible. this weekend join t-mobile and get the awesome iphone xr, on us. it has an amazing camera. i can barely contain myself. this weekend join t-mobile and get the iphone xr on us. ♪ bum bum bum bum bum from capital one.nd i switched to the spark cash card i earn unlimited 2% cash back on everything i buy. and last year, i earned $36,000 in cash back. which i used to offer health insurance to my employees. what's in your wallet? darrell's family uses gain flings now, so their laundry smells more amazing than ever. [darrell's wife] isn't that the dog's towel? [dog sfx] hey, mi t

my opponent was charged against the eeoc and the individual won. my opponent was guilty of taking advantage and not promoting an employee because of a pre-existing health care. i care about all mississippians. >> secretary espy, your response. 30 seconds. mr. espy: i heard about this article before we came here today. i think it is ridiculous, this one. this was an employee. this employee had multiple lawsuits. i did not deny anyone's pre-existing condition, unlike you, and i never will. that is ridiculous. >> senator hyde-smith, this campaign cycle like others in the past, we have seen millions of dollars in negative ads comes in from independent parties. do we need campaign-finance reform in this country, of any sort? sen. hyde-smith: mississippi has already passed campaign-finance reform. looking through that, we are so careful on absolutely everything, documenting every campaign conservation that comes in. i think the campaign-finance reforms that we had in mississippi were good. i think law is being applied. unlike my opponent, that does not c

thank you for putting this hearing together today and i want to thank all of the employees of the eeoc for this past year who really have stepped up on this issue. this is one they have cared about four many many years, they have really done a lot of work over this past year. one other thing i wanted to mention as i said at the beginning and my opening statement about what our data from this year shows, but i would also urge you to take a look at on our website, where we have our data about harassment cases we also have a link to all of the cases we found over the past year so, the numbers tell one story, and the stories tell the real story. i would urge you to take a look at those things. a little bit of business, before we close, i will note that the commission will hold the meeting record open for 15 days, and we invite members of the public to submit written comments on any issues or matters discussed this evening. those comments may be mailed to executive officers in washington dc, or emailed to commission meeting comments, all one word at eeoc.gov. all comments will be made of av

as the secretary of labor noted in the report, and this court discussed in eeoc versus wyoming, that was not to stamp out animus, but to reach full employment. the reason why congress might have decided public agencies on the hook on the age side and not on the race side is because it was associated -- >> is this the only federal statute that you are aware of that imposes an obligation on a small political subdivision, but does not impose the corresponding obligation on a small private employer? >> no, let me point you to two things. the other component of the adea which no one disputes covers federal governmental employers regardless of size. as two-state and political subdivisions, you find a close-knit analogy in the flsa. my friend said that the flsa has no numeral city requirements on the private side. that is strictly speaking true. but enterprise liability under the flsa, which is the predominant form of liability depends on the employer having at least $500,000 of averse receipts per year, so you have a rough analogy in that statute to a 3 requirement. in other words, you hav

>> there's no -- the eeoc does not have a category for bullying. >> they don't? >> no. no. and we have an anti--- well, i would call it an anti-bullying process that's in the handbook. we have a new training module we're also rolling out to try to enforce it. i think a lot of what happens, whether it's related to race or gender or other discrimination, it's just rotten behavior, and it doesn't belong in the workplace. some of the things i heard about at the hearing in september were absolutely extremely disturbing and have no place in any workplace. we don't want our employees subjected to it. >> right. that's what we heard at the jao hearing. a lot of people felt like they were bullied, and then they were bullied to the point where they couldn't take the job anymore. so a lot of them took a medical leave. it was a mental health medical leave because of the bullying. so this is kind of the stuff that i think maybe that needs to be highlighted, even though you don't have a bullying policy or you do have one, but you don't track it. maybe that's another thing you should track

the eeoc study pointed to ptsd, anxiety, more risks for depressive disorder.roviding resources for mej health can go a long way to supporting clerks experiencing misconduct. or waiting for a process to play out. we also recommend that the committee proposing voluntary transfer apgss. this echos the suggestion that they include contin subsequenty plans to provide for alternative work environments. providing options for voluntary transfer can alleviate some of the immediate stress of working in an unprofessional or otherwise demeaning work environment. these two recommendations that i have laid out for immediate relief, access the counselling and voluntary transfer omgs are proposaled we tailored specifically to short-term employees experiencing harassment. we believe these recommendations may help law clerks and law students interested in clerkships be more protected in the workplace. since i am the last of the seven of us to speak, i also wanted to close with some remarks by conveying how hartening it is to us as students by seeing work in the progress of chan