We’ve said it before, but it needs to be said again: Simply having a sexual harassment policy in your handbook won’t save you from a lawsuit. It’s all about what you do with that policy.
If managers and supervisors treat the policy and the sexual harassment it is supposed to prevent as one big joke, then you have no protection at all.
Recent case: The EEOC sued Braun Electric on behalf of several women who claimed that a supervisor repeatedly sexually harassed them despite their protests. The women also claimed that their complaints to managers and HR either yielded no results or such a light reprimand that it actually encouraged the supervisor to increase the intensity of his harassment.
The company told the court that it had a solid no-harassment policy in place and that it was clearly explained in (register to read more). It said the employees who believed they were being harassed could either complain to their superviso...
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Dayton settles race discrimination suit with DOJ
- Beware discussions concerning employee longevity
- Employee takes false allegations to the press? You can sue for defamation
- It's time for a talk if you've heard a boss has been disparaging disabled employees