The Minnesota Supreme Court has made it easier for employees to hold their employers liable for sexual harassment. For the first time, the court has ruled that sexual harassment cases brought under the Minnesota Human Rights Act (MHRA) should follow the rules laid out for federal Title VII sexual harassment cases.
The decision means employers can do precious little to escape liability if a supervisor harasses a subordinate and then takes, or threatens to take, an adverse employment action against that employee. The employee who says she was harassed doesn’t have to prove her employer knew or should have known about the harassment and failed to take timely and appropriate action.
In the wake of this decision, it simply doesn’t matter that you have a great harassment policy, encourage employees to complain about harassment and investigate all claims promptly.
The case: Judy Frieler worked part time for Carlson Mark...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- What employment protections do military reservists and veterans enjoy?
- There's a big difference between 'unfair' and illegal
- OK to take your time probing misconduct--that won't affect unemployment claim
- Did employee file small claims case? You may get later lawsuit tossed