Employee’s Failure To Follow Policy Doesn’t Shore Up Employer’s Affirmative Defense — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily
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Employee’s Failure To Follow Policy Doesn’t Shore Up Employer’s Affirmative Defense

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Smart employers know to designate multiple avenues for employee complaints in their sexual harassment policies. This is especially helpful for avoiding a situation in which the one person designated to field complaints is the harasser. It may seem counter-intuitive for an employee to file a harassment complaint only with her alleged harasser when there are other individuals named in the policy — and for her subsequent sexual harassment lawsuit to be sent to trial. Read on to find out how a recent appeals court ruling may make it more difficult for employers to successfully use an affirmative defense against sexual harassment charges.

 

Complaining To The Harasser Is Futile

A female employee at a major airline complained about sexual harassment to her supervisor, who was designated in the employee handbook as one of several individuals to whom employees could lodge complaints. The problem: The supervisor was her a...(register to read more)

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