Trump said he will raise tariffs on $250 billion in Chinese goods to 30% and hike duties on another $300 billion in products to 15%.Politicsread more
Stocks dropped after Donald Trump ordered that U.S. manufacturers find alternatives to their operations in China.US Marketsread more
Federal Reserve Vice Chair Richard Clarida said Friday that the global economy has deteriorated in the past month.Marketsread more
The latest escalation in the trade war ups the odds the economy will fall into recession and that the Fed will aggressively cut rates.Market Insiderread more
Here are the products that stand to be the most affected by China's new tariffs on $75 billion worth of U.S. goods.Marketsread more
"We don't need China and, frankly, would be far better off without them," Trump tweeted.Politicsread more
"My only question is, who is our bigger enemy, Jay Powell or Chairman Xi?" Trump wrote amid a series of tweets that rattled markets Friday.Politicsread more
"I would love this to be clarified. We come to a deal on trade, boy, this market is up 10 to 15%, but without it's going to be worrisome," Jeremy Siegel says.Marketsread more
The final week of August could be highly volatile as markets fret over the economy and the latest developments in trade wars.Market Insiderread more
Tesla solar energy systems reportedly ignited at an Amazon warehouse in Redlands, California last June, and the Seattle e-commerce titan confirmed that it has no further plans...Technologyread more
The death comes as federal and state health officials investigate a slew of lung illnesses in connection to e-cigarette use.Health and Scienceread more
Despite the #MeToo movement shining light on the issue of sexual harassment in the workplace — and taking down a number of high-profile alleged perpetrators in the process — it appears many victims remain silent.
Of the 12 percent of workers who say they've experienced sexual harassment on the job, 72 percent have not reported it, according to a new survey from CareerBuilder. More than half (54 percent) did not confront the perpetrator.
"There's a stigma of shame, denial and fear of consequences that surrounds these victims, making it often difficult for them to come forward," said Rosemary Haefner, chief human resources officer at CareerBuilder.
CareerBuilder polled 809 full-time, private-sector workers across a variety of industries and company sizes. The survey was conducted Nov. 28 through Dec. 20, in the midst of the #MeToo movement that has emboldened many victims to come forward publicly.
Reasons victims cited for remaining silent included: Fear of being labeled a troublemaker (40 percent), it's their word against the other person (22 percent) and fear of losing their job (18 percent).
But of those workers who did report the incident, three-quarters say the issue was resolved.
"Unfortunately, history has shown that there were reasons to be concerned," Haefner said. "But we have seen a shift over the last few months ... Anyone who feels harassed should come forward."
Workers who experience sexual harassment should be able to feel comfortable going to their companies to resolve the situation.
"Companies need to do a better job making sure all employees understand that sexual harassment will not be tolerated in the workplace and reports will be taken seriously," she said.
According to the U.S. Equal Employment Opportunity Commission, you should start by telling the person who is doing the harassment to stop — if you feel comfortable doing so. If you don't feel comfortable doing so, or if the behavior continues despite your efforts, there are some key steps to take.
Here's what you need to know.
According to the EEOC, sexual harassment is a form of sex discrimination. Under the Civil Rights Act of 1964, you have the legal right to be protected from discrimination in the workplace if your company has 15 or more employees. State laws or employer policies might also offer additional protections.
Check to see if your company has an anti-harassment policy. It may be on the employer's web site or in their employee handbook, or you can get it from human resources.
If there is a policy in place, follow the steps outlined, which should include options for reporting the incident and filing a complaint.
While the specifics of company policies will differ, federal guidelines say the employer should promptly conduct an impartial investigation, along with ensuring that the harassment stops in the meantime.
If the investigation determines harassment did occur, EEOC guidelines say disciplinary measures should be proportional to the seriousness of the offense.
Be sure to document the incident in detail, Haefner said.
"Make sure you list all the names of people who may have witnessed the incident," Haefner said.
Then, she said, provide your report to a supervisor or manager, or to your human resources department.
If your company has no procedure in place for filing a sexual-harassment complaint, you should go to your immediate supervisor. And if that person is the perpetrator?
"Make your complaint to your supervisor's immediate supervisor," Haefner said.
If you don't feel comfortable doing that, consider talking to another manager or supervisor. You should explain what has happened and ask for that person's help in putting a stop to the behavior.
You have the option of filing a charge of discrimination with the EEOC within either 180 or 300 days of the incident, depending on where you work. (Federal employees and job applicants have a different process and time limits).
While you do not need a lawyer to file a complaint with the federal agency, some victims turn to an employment attorney for help with turning to the EEOC.
More from Personal Finance:
What you need to do if you want to put off retirement like Warren Buffett
The strong economy could be your ticket to a new job
Gig-job workers had better beware of pay-as-you-go tax payments