A new court ruling gives you more reason to consider a "no-dating" rule among your employees or a "no-dating subordinates" rule for your supervisors. At the very least, require supervisors to notify you if they become involved in relationships with subordinates. Then, make sure they have no say in the employees' promotions or evaluations. That may require moving the employee to work under a different supervisor.
Reason: A new California court ruling clarifies that employees can sue if they're treated worse because they aren't reaping the advantages of the boss's special attention.
The EEOC says that when "favoritism based upon the granting of sexual favors is widespread in a workplace, both male and female colleagues who do not welcome this conduct" are working in a hostile environment. If employers allow such sexual favoritism to occur, they send the message that they view women as "sexual playthings" who get ahead only by sleeping their way to the top.
Recent case: When Edna Miller went to work for the California Department of Corrections, she quickly heard that her supervisor, Lewis Kuykendall, had a soft spot for the females he supervised. Over the years, Kuykendall allegedly had affairs with a number of Miller's co-workers, each of whom received regular promotions and desirable assignments, while Miller did not.
Miller sued for sexual harassment and the state Supreme Court ruled in her favor, saying that "Certain conduct creates a work atmosphere so demeaning to women that it constitutes an actionable hostile work environment." (Miller v. Department of Corrections, No. S114097, Cal. Supreme Court, 2005)
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/166/put-limits-on-supervisors-power-differentiated-relationships "
- Track all ADA requests to establish timeline
- Think contractors can't sue for bias? They can--under little-noticed Section 1981
- Whistle-Blower or news source? Either way, she's out of a job
- Intentional bias can spur court to install applicant into job.
- Texas Law on Employment Discrimination for Participating in Emergency Evacuation