Employers have an obligation to provide a work environment free of sexual harassment. When the supervisor does the harassing, liability is pretty clear.
But when a co-worker makes himself a nuisance (or worse), employers do have a defense. A robust anti-harassment policy, a clear reporting method and swift and sure action will cut liability in almost all cases.
But what if the policy isn’t enforced or a supervisor learns about the harassment but ignores the problem and doesn’t take action? Then all bets are off.
Recent case: Sheila started working for New York City as a caseworker and climbed the career ladder to become a supervisor. When a new employee was assigned to her, it was clear from the beginning that the two would be at odds. The man almost immediately told Sheila that he wouldn’t take direction from a woman.
Plus, there were rumors that the new employee had been reinstated after having previously been discharge...(register to read more)
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- Take action to separate, investigate as soon as you hear sexual harassment allegations
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