When employees complain about being harassed while at work, employers often wonder how to stop the offending behavior. One thing is certain—simply ordering employees to stop doing what they allegedly are doing isn’t enough.
Employers can escape liability for a hostile work environment only if they have a solid anti-harassment policy and use it to actually stop the harassment.
Employers that conduct merely “sensitivity training”—but don’t follow through by punishing employees who continue to harass—will be sued. As the following case shows, simply paying lip service to an anti-harassment policy won’t block a lawsuit.
Recent case: Bobby Bailey and Robert Smith, who are both black, worked for USF Holland as dockworkers and drivers. They complained often to managers and supervisors that their co-workers insisted on addressing them as “boys.” One direct supervisor also called Bailey “boy” and insisted Bailey shouldn’t ...(register to read more)
- Discrimination difference: Unfair not always illegal
- Too small for FMLA? Think again; you may be an 'integrated employer'
- Is every function really essential? Be flexible about disabled employees' duties
- Your 'good faith' goes a long way toward fair religious accommodations
- I was harassed and I quit! Now can I sue—Or get unemployment?