A federal jury has awarded $100,000 for pain and suffering to a former director of special education for the Malverne School District, who claimed she was fired for reporting sexual harassment.
The director lost her underlying sexual harassment suit, but prevailed on the wrongful-firing claim.
The verdict serves as a reminder that an employer’s response to a sexual harassment complaint is as critical as the incident prompting it.
Even if no harassment took place, employees who can prove they were targeted as troublemakers because they complained may win a retaliation claim.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Your rules apply--even for employees preparing to sue
- Don't delay, even for one day! Assault allegations demand response ASAP
- Carefully track all discipline details to show you treat all employees fairly
- Ask EEOC to keep employee info confidential