Some employers wrongly believe that when co-workers end what was a consensual sexual relationship, one employee can’t later claim sexual harassment for post-breakup conduct. The dubious assumption: Any subsequent unpleasant contact between the employees was probably based on jealousy or anger over the broken relationship rather than “on account of sex.” That’s not always true.
Recent case: Inventory control manager Lisa Sclafani had a tumultuous personal relationship with a co-worker. She said the romance ended sometime in 2001, though their interaction at work did not. Sclafani said that over the next five years, her former partner constantly harassed her, calling her names and making numerous derogatory sexual comments. She said she complained to many times about what she had to endure.
She sued, alleging sexual harassment and a hostile work environment.
In pretrial hearings, Sclafani’s employer urged ...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Restaurant caught in birthday suit, now it must pay
- Attendance policy: Control absenteeism without breaking the law
- Assigning temporary additional duties? Beware salary creep that could violate EPA
- Get employees to grade themselves: A simple, 3-question process