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
- 'Current' drug users may not be disabled
- Don't punish religious principles for non-job-related reasons
- Use greater experience, extra skills to justify why you pay some employees more than others
- Lawsuit-proof your HR operations: Document business reason for every decision