The best—quite possibly the only—protection employers have against losing a sexual harassment lawsuit is an effective sexual harassment policy.
A good policy does two things: (1) It helps prevent harassment in the first place and (2) it allows the organization to stop harassment before it escalates. But a policy isn’t worth the paper it’s written on if employees don’t know about it or find it hard to use.
Recent case: Samekiea Merriweather was just 16 years old when she went to work at a Burger King restaurant. She was one of a crew made up mostly of teens.
Almost immediately, her 35-year-old manager began making suggestive comments to Merriweather. He also rubbed up against her, tried to kiss her and told her he preferred young girls because their bodies weren’t “all used up.” He even suggested they go to a hotel room, where he would pay her $600.
Merriweather rebuffed his advances and was fired. Then the manager rehir...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Transfer isn't reasonable accommodation if it violates another employee's labor rights
- Ensure email policy spells out access rules
- Government employers: Section 1983 may mean liability for sexual orientation bias
- Are your policies biased against employee caregivers?