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In the clear on sexual harassment charges, but still on the hook for supervisor retaliation

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in Discrimination and Harassment,Employment Law,Human Resources

With all the publicity surrounding the #MeToo social media movement against workplace sexual harassment, many employers are wisely reviewing their policies and complaint processes.

There’s a new understanding that merely having a policy isn’t enough. Employers must publicize their policy and make clear to every employee at every level that the organization takes every harassment complaint seriously.

But don’t let your anti-harassment zeal lull you into a false sense of security.

It’s true your organization may not be liable for co-worker harassment if the harassed employee knew how to report harassment but failed to use the system. However, there can still be consequences if a supervisor retaliates against an employee who complained or threatened to complain but didn’t actually report the harassment.

The fact is, even if an employer isn’t liable for sexual harassment, it can still be held responsible for any ...(register to read more)

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