If your business operates in far-flung parts of the country, make sure everyone’s on the same page in following your anti-discrimination policies.
Take the case of First Watch Restaurants, based in Bradenton, Fla. It set an anti-discrimination policy and complaint procedure that should have been communicated down to employees at its restaurants around the country.
But at its Burlingame, Calif., restaurant, a group of female employees, including a 16-year-old, filed harassment lawsuits claiming they were subjected to offensive sexual comments and inappropriate touching. The company recently settled the lawsuit for $230,000.
“This case serves as a reminder that companies must remain vigilant to ensure that their policies are being utilized throughout the organization,” an EEOC official said.
Reminder: If you’re headquartered in Florida but do business in California, be aware that California has extensive new regulations that dictate how you provide sexual harassment training and prevention.
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- Employees can't sue for 'Perceived' religious discrimination
- Good-faith investigation of harassment cuts your liability risk -- even if you were wrong
- Track older workers' training opportunities
- Unionized or not, beware of 'unfair labor practices'