Here’s some good news for managers wondering how to handle the first instance of co-worker sexual harassment. If you take prompt, remedial action and then monitor the situation for possible continued harassment or retaliation, chances are that a one-time incident won’t mean losing a sexual harassment lawsuit.
Simply put, unless the incident is obviously serious and involves some form of preventable physical harm or severe trauma, one event isn’t enough to alter an otherwise non-hostile work environment.
Of course, you still have to investigate every allegation, even if your first impression is that there wasn’t behavior serious enough to constitute sexual harassment.
Recent case: Ruth complained that a co-worker sexually harassed her. The employer investigated and concluded that while Ruth may have been offended, nothing that happened was serious enough to constitute sexual harassment or to alter her terms and conditions of ...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Brief tenure, quick settlement with El Paso Starbucks
- Supreme Court clears way for same-sex marriage
- Retaliation nation: Manage adverse actions to lessen retaliation
- Lift roadblocks to harassment reporting or prepare for a retaliation lawsuit, too