Some sexual harassment claims seem so obviously absurd, they’re hard to take seriously.
Even so, smart employers investigate and draw conclusions after at least talking to the parties involved. That way, should an employee sue, the company can show it handled the matter promptly and in good faith.
Recent case: Security guard Nageeb Abdelsayed was fired after he was caught sleeping on the job.
Then he filed a hostile work environment lawsuit. He alleged that he had complained about a female co-worker who, while wearing pants that showed her body in “a disrespectful way,” allegedly touched him. The security company investigated, interviewed everyone and concluded the charge was unfounded.
The court dismissed the case, coming to the same conclusion as the company: nothing that happened was sexual harassment. (Abdelsayed v. Asset Protection Group, No. 07-5094, ND NJ, 2009)
- Discrimination lawsuit by lesbian nurse fails in court
- Be alert for health, safety whistle-blowing
- Don't ban employees from discussing a co-worker's health
- Consider settling if others can bolster individual's sex discrimination claims
- Offer several ways to complain of harassment to guard against supervisor inaction