Employers can sometimes be torn between doing the right thing and … well, tending to the practical, day-to-day realities of running a business. That’s certainly true when it comes to sexual harassment.
You know you have to take reasonable steps to prevent sexual harassment. If prevention doesn’t work, then you have an obligation to put an end to it. But what if you work in a setting where sexual harassment “comes with the territory”?
From the court’s perspective, that doesn’t matter.
Employers are legally bound to protect employees, as the following case clearly shows.
Recent case: Joyce Turman worked for Turning Point of Central California for five years until she was terminated. Her job with the company was to supervise a halfway house facility that houses federal and state prisoners making the transition from incarceration back into society and the workplace. When Turman worked there, most of the prisoners were men.
Turma...(register to read more)
- Pull up a chair: You must have ADA accommodations talk with disabled employees
- No harm in accommodating, even without official ADA disability determination
- You can offer, but not force, light duty as an option for FMLA leave
- Law boosts pension portability as cash-Balance plans take off
- The New ADA: What It Means for Employers and HR