Sexual harassment victims deserve to have their claims investigated, not ignored. Under no circumstances should you encourage a complaining employee to quit instead of having to endure continued harassment.
That’s a sure indication to many juries that the worker was punished for reporting sexual harassment.
Recent case: Carla Dulaney assembled boxes for Packaging Corp. of America. During many shifts, no manager or supervisor was on duty. Instead, a lead production worker managed the workflow. He had the authority to assign work, send employees home early without pay, assess attendance points that could lead to termination under the no-fault attendance plan and report employee complaints and misconduct to. In addition, the lead production worker carried keys to various rooms.
Dulaney claimed that Bobby Mills, frequently the lead production worker on her shift, began sexually harassing her after he recommended her f...(register to read more)
- Offering disability benefits isn't admitting disability
- Make sure attorney coordinates your response to disability retirement claim and ADA defense
- New risk: Workers can claim retaliation even if there's no adverse job action
- The growing risk of 'caregiver discrimination'
- New Congress dives into employment law