Never ignore sexual harassment complaints. Instead, take quick action against insensitive, rude or crude co-workers. That goes a long way toward showing a court that you take harassment seriously and want it to end.
Recent case: Brenda Groslinger worked as a police officer. She became pregnant and needed a light-duty position, something some of her co-workers seemed to resent.
One officer suggested she could avoid work by getting pregnant every year. Another said any female applicant would get hired only if she could show the police chief her “uterus in a jar.” The department punished each of the insensitive officers and ordered them to undergo sexual harassment training.
Groslinger sued, but the case was dismissed because the employer had moved fast to punish the potential harassers. (Groslinger v. Township of Wyckoff, No. A-5871-07T2, Superior Court of New Jersey, 2010)
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- Consider ADA--not just the FMLA--when employee experiences difficult pregnancy
- Threatening suspension could be retaliation
- Found liable for discrimination? You'll owe back pay, even if fired worker starts a new business
- Lawsuit and agency investigation at same time?