While a lot has changed in the past decade in HR practices, one thing remains true: Employers that have a solid anti-harassment policy and make sure employees understand it are far less likely to lose a sexual harassment lawsuit than those who don’t. Another best practice: Documenting employee participation in anti-harassment training.
A good policy acts as insurance against surprise sexual harassment claims you might never see coming, as this recent case illustrates.
Recent case: Michael and Hillary were co-workers when they began a consensual romantic and sexual relationship.
Then Omaha Steaks hired Hillary at its St. Louis Park location. Almost immediately, she was promoted to manager after the only other employee working at the store resigned over inventory shortages. Hillary got the promotion.
Meanwhile, Michael and Hillary rented an apartment together. Then Michael stopped going to his old job and sent Hillary an appli...(register to read more)
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