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)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- 6 Questions to Make Sure You're a Change Driver, Not a Passenger
- Lessons from LEAP 2011
- Court limits reach of obscure bias law: Discrimination case must stay in state court
- Should we go ahead with layoffs--including someone who complained about harassment?