Sexual harassment is wrong, whether the victim is male or female. Ignoring female-on-male harassment isn’t a good idea and can land your organization in big trouble.
Consider this central Pennsylvania case that is going to trial soon. A judge has concluded that not only can a man be sexually harassed, but he may be due punitive damages for his suffering.
Recent case: Johnny, who is a 37-year veteran of the armed forces, took a job for an outsourcing firm in rural Pennsylvania. Three months later, he was discharged for allegedly not showing up for work and violating a no-call policy.
It was the events that transpired in the intervening months that have spurred a lawsuit over alleged female-on-male sexual harassment and retaliation.
Johnny took a job as an accounts receivable representative. An accounts manager, Leigh, provided work assignments. An operations manager, Cortney, supervised the overall operation. Cortney’s mother...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Keep thorough records of skills-testing processes and results to counter claims of bias
- Court: Applicants must apply first before they sue for hiring discrimination
- Progressive discipline among best ways to beat bias claims
- Keep tabs on employees socializing at work