Most employers think that once they fire a harasser, the matter should be pretty much over. But the EEOC has now won the right to order an employer never to rehire a harasser and to ban him from the premises indefinitely.
Recent case: The female owner of Paul’s Big M Grocery in Oswego became romantically involved with one of her store managers. The two are now engaged and have a child together.
The EEOC sued Paul’s Big M after several teen employees complained of sexual harassment by the manager. The store eventually fired him.
The EEOC asked the court to ban him from the premises and permanently prohibit the store from rehiring him, apparently to make sure the victims would not risk exposure.
The court approved the request. (EEOC v. KarenKim, No. 11-3309, 2nd Cir., 2012)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Following baseless complaint, ensure later discipline is legit
- You won! Just don't count on losers paying your legal costs
- Women have up to three years to file equal-Pay lawsuits under the EPA
- Keep 'Customer Preference' Out of Your Hiring Criteria