If a male employee complains about sexually harassing comments by a female co-worker, how would your supervisors respond?
Too often, bosses (and some HR professionals) laugh off such "reverse" harassment claims. But that can be an expensive mistake.
Example: A male employee at a Philadelphia financial firm claimed a female co-worker touched him in-appropriately and sent him obscene e-mails. He complained to his two bosses, to HR and then to two VPs. No one took it seriously ... until he sued. This summer, he won a $25,000 judgment.
"Very few (harassment cases) deal with female-on-male harassment, but that is changing as more female managers enter the workplace," said an EEOC spokesman.
The lesson: In training, emphasize that your organization won't tolerate any harassment, including female-on-male and same-sex harassment.
- Can employers force older workers to retire?
- Parma cable company sued for sex discrimination
- Documentation is key to winning bias lawsuits--along with clear policies, thorough investigations
- You aren't required to launch a perfect investigation
- Scrap employee referral program in favor of 'Talent scouts'