Some sexual harassment complaints don’t pan out. If, after investigating, you conclude that no harassment took place, the employee who complained may not be satisfied. How should you handle her? Your best bet is to address her concerns about having to work around the alleged harasser.
- Warn managers never to disclose medical info about former workers
- Any deviation from company rules may arouse suspicion
- Problem employee both brash and unskilled? Focus on performance issues when disciplining
- Don't fear informal ADA accommodation: You can still challenge disability later
- High court opens door to 'third party' retaliation