Warn supervisors to stay away from demeaning jokes and other offensive, sexually oriented comments.
Recent case: William, who was a doctor, worked part time as a pathologist. He developed diabetes, was hospitalized and returned to work using a wheelchair. Shortly after, he was terminated.
William sued, alleging, among other things, that he had worked in a sexually hostile workplace. He claimed the coroner—his supervisor—sometimes called him a "40 year-old virgin," grabbed his groin, kissed him on the forehead, asked about his sex life and that of his mother and generally made himself a nuisance.
The court said he had enough evidence to warrant a jury trial to decide if the conduct constituted same-sex harassment, as well as whether William was fired on account of his disabilities. (Bligh-Glover v. Rizzo, No. 1:08-CV-2788, ND OH, 2012)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- How to win sexual harassment lawsuits: Institute robust anti-harassment training policy
- This year's Supreme Court decisions make investigations a must
- Bulletproof anti-harassment policy by ensuring employees know how to lodge their complaints
- Restaurant caught in birthday suit, now it must pay