Occasionally in the course of your HR work, you probably discover things you really would rather not have learned. For example, sexual harassment.
Sometimes despite your efforts to prevent it, a complaint leads to solid evidence that a female employee has endured severe sexual harassment at the hands of co-workers. What’s your next move? And will that move enable you to prevent a successful lawsuit?
Do the right thing and you’ll be fine. If you correct the problem and prevent any further similar harassment, your company will be in the clear after 300 days.
Recent case: As soon as Donna McGullam went to work for Cedar Graphics, she began using a journal to catalog her male co-workers’ boorish behavior and sexually explicit talk.
She also started to complain to managers, explaining the sort of harassment she was experiencing. For example, on her first day on the job, she was asked to retrieve a file by climbing a ladder; the m...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Federal minimum wage jumps to $5.85 per hour on July 24
- Good news: You can rely on EEOC mailing date—Plus 3 days—For time limit
- EEOC sends message with new guidelines on race, color bias
- In interviews, be wary of using 'points only' scoring system