Here’s a recent case that should make it clear to employers that it’s their responsibility to make sure employees aren’t sexually harassed. Simply put, you can’t tell someone going into an all-male environment that sexual harassment just happens and is the price for breaking down gender barriers.
Employers must prevent harassment under such circumstances whether they want to or not.
Recent case: Justina was hired as the sole female laborer for the Allegheny County Public Works Department, cleaning and maintaining parks.
When hired, managers warned her she would probably hear sexually explicit and offensive speech. No one, however, told her what she should do if co-workers sexually harassed her. Essentially, she was warned that boys will be boys, something she had to accept as a condition of employment.
Trouble started immediately. A co-worker slapped her on her buttocks. Others tore her boots and filled them with bugs, cov...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Don't take a manager's word that he's not retaliating
- Make sure supervisors can back up their promotion decisions
- When harassment escalates despite warnings and second chances, it's time to terminate
- Offer reasonable ADA accommodations--but you don't have to provide full-time helper