Resolve every sexual harassment complaint ASAP. That way, it won’t come back to haunt you.
Recent case: Alexis began working for the city of Dallas, serving a six-month probationary term. She said her new supervisor immediately began propositioning her. She was granted a transfer.
But Alexis lost her job when, even after the transfer, she didn’t perform well enough to move from probationary employee to regular status.
She sued, alleging retaliation for complaining about harassment.
The court didn’t buy it. The city quickly transferred her when she complained. Plus, there was no question she had failed to meet her performance standard. The court also noted that Alexis’ new boss had actually pushed to retain her, but was overruled. (Picard v. City of Dallas, No. 11-10930, 5th Cir., 2012)
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- Retaliation alert: Don't punish boss for refusing to alter disputed performance review
- Employees who sue and lose are now more likely liable for court costs
- Follow up regularly after bias complaint
- Make it one of HR's goals: Ensure everyone gets training on harassment
- Handle absence problems correctly; learn ADA, FMLA interplay