If you do nothing else during training sessions, at least impress upon supervisors and managers the costly mess that can result if they allow any sort of harassment or retaliation in their departments.
And remind them that it doesn’t matter if employee complaints fail to stand up in court. Even if you win a harassment or retaliation lawsuit, you will have spent countless hours and tens of thousands of dollars defending against accusations that should never have surfaced in the first place.
Recent case: Jane Caldwell went to work for the Environmental Protection Agency (EPA). There, she quickly discovered what she considered sexism and sexual harassment. For example, sometimes suggestive e-mail printouts would appear on her office chair while she was away. Other times, a male colleague would sit in her office, wearing bright yellow short shorts that gave her a view she would rather not have had to take in.
Caldwell and severa...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Stare masters: How much ogling equals harassment?
- Safety violations cost Cintas $3 million in 3 months
- Beware expanding EEOC investigation after employee complains about discrimination
- New challenge for Texas employers: Transgender employees' restroom rights