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Reprimand may be sufficient if harassment was mild and unlikely to occur again

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in Discrimination and Harassment,Human Resources

You don’t necessarily have to fire someone who committed a single act of sexual harassment—as long as the conduct wasn’t truly outrageous or continuous. Sometimes, it’s fine to issue a reprimand and then monitor the employee to ensure the situation doesn’t recur.

Recent case: Mandy worked as an assistant project manager for a construction company from 2004 until her discharge in 2012. At the time of her termination, she supported the project manager who oversaw construction of the Metro Transit light rail green line running from St. Paul to Minneapolis.

She contends that she experienced sexual harassment on the job and was terminated because she complained about it.

Mandy claimed her problems at work began when she turned down a sexual come-on from a co-worker who made inappropriate and vulgar remarks to her, both in person and via email.

She reported the incident to HR, which investigated. HR concluded that an appropriate p...(register to read more)

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