Recent case: Nikita was transferred to a new restaurant and complained to HR that she had been subjected to a sexually hostile work environment. When the company tried to investigate and called Nikita in for a meeting, she refused to cooperate unless she could have a friend attend with her.
The employer refused and Nikita quit. She applied for unemployment, arguing she was forced to quit.
The court blocked the benefits. It said Nikita prevented resolution of her complaint by not cooperating. That meant she hadn’t given her employer a chance to fix the problem before quitting. (Cordes v. Heartland Midwest, No. A15-0554, Court of Appeals of Minnesota, 2015)
- Must we pursue reasonable accommodation if employee could never return to work?
- No need to satisfy every gender-bias demand
- The EEOC's new initiatives for 2008: All talk … or a real threat?
- Romance policies that work--even with 'irresistible' employees
- Isolated comment not enough to prove age discrimination