Courts have long said that employers are supposed to be proactive about preventing and stopping sexual harassment in the workplace. Employers know or should know that simply having a sexual harassment policy in place isn’t enough—they have to aggressively enforce that policy.
What employers may not fully realize is that no one within the organization is exempt from education, training and discipline. And it is often up to HR to make that happen.
Consider a recent 11th Circuit Court of Appeals case out of Florida. In it, someone over whom the employer technically had little direct control was still able to create liability for the employer because it had not been proactive enough to show it was serious about preventing, identifying and stopping sexual harassment.
Recent case: Celeste Bruno worked for the Monroe County government, serving directly under County Commissioner “Sonny” McCoy, an elected official. Monroe County had ...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Tip Card: Business Management Daily's Favorite Keyboard Shortcuts
- Don't let one rogue manager brand you an age discriminator
- Federal employment law spotlight: FLSA, OSHA, wage discrimination
- Texas Law on Employment Discrimination for Participating in Emergency Evacuation
- EEOC can't be sued for negligent investigation