Sexual Harassment and Non-Employees – Employers Beware
Does employers have liability for harassment by non employees in their workplace? May be if they should have known.
W. Garnett & Associates
Human Capital Management
1-888-884-3910
Sexual Harassment Claims Can Be Prevented
Workplace policies and training can prevent sex harassment claims. For example, the University of Texas Medical Branch at Galveston recently settled a case in which a male practice manager alleged that he had been sexually harassed by his female boss, and had been demoted when he complained. Due to a confidentiality agreement, none of the involved parties could comment.
W. Garnett & Associates
Human Capital Management
1-888-884-3910
Risks Still Abound In The Sexual Harassment Arena
According to the Equal Employment Opportunity Commission (EEOC), Sexual Harassment is defined as, “Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment.”
W. Garnett & Associates
Human Capital Management
1-888-884-3910
Sexual Harassment Liability, Seven Steps to Avoid
The United States Supreme Courts landmark 1998 decision makes clear that employers preventive and remedial actions are crucial to the question of liability,” says business-training expert Myron Curry, president of BusinessTrainingMedia.com. The decision says the purpose of sexual harassment laws is not for courts to intervene between employers and employees, but rather to encourage employers to themselves take steps to prevent sexual harassment and remedy it if it occurs.” Curry suggests that if employers take these seven simple actions, they can greatly reduce their organizations sexual harassment liability exposure.
W. Garnett & Associate
Human Capital Management
1-888-884-3910
A Better Way To Handle Discrimination and Harassment Complaints?
What’s on the arisen for workplace Discrimination and Harassment? Most states have laws that the Equal Opportunities argue that people pass through the prohibition of discrimination. Equal employment opportunity, the people a chance to succeed. It is a principle that the fundamental principle of justice expresses.
W. Garnett & Associates
Human Capital Management
1-888-884-3910
Employers, Keep Your Resolutions
Q: As a business owner, I am wondering if there are employment practices I should review at the beginning of the year. Is there anything you recommend?
A: As we mentioned last week, it is a good idea to evaluate your workplace practices at the start of each year to ensure that you are in compliance with the law.
Link to the full article below.
http://www.montereyherald.com/jacquelinemcmanus/ci_14198383?nclick_check=1
W. Garnett & Associates
Human Capital Management
1-888-884-3910
Sexual Harassment as Significant Workplace Problem As Indicated By EEOC Stats
One more workplace area violation you have to be aware. Sexual harassment laws are not gender specific and limited to females. The statistics show that although females continue to suffer the lion’s share, nearly 16% of all the claims filed were filed by males. The problems with sexual harassment in the workplace continue to cost companies and individuals substantial time, money and resources.
You can read the full article linked below.
http://www.tennesseeemploymentlawyerblog.com/2009/10/eeoc_statistics_show_sexual_ha.html
W. Garnett & Associates
Human Capital Management
1-888-884-3910
Managers and Supervisors Have a Responsibility to Resolve it or Report it
Supervisors and managers have a responsibility to the employee base. In the eyes of the law, the supervisor is the employer. If an employee informs their supervisor (or any manager) of a complaint around discrimination, harassment or retaliation, the courts consider this to be notice, and the clock (so to speak) starts ticking. Report to HR all reports of discrimination, harassment or retaliation, even if the employee requests the complaint be confidential, or asks that the complaint not be reported to HR, or if it appears as though the complaint is not genuine.
Read the full article linked below.
http://www.examiner.com/x-26967-SF-Workplace-Issues-Examiner~y2009m11d11-Resolve-it-or-report-it
W. Garnett & Associates
Human Capital Management
1-888-884-3910
Workplace Harassment At Cheesecake Factory Will Cost The Company $345,000 Over Allegations
What new is cooking at one of the country’s premier restaurants. The payment settles a lawsuit filed in 2008 by the U.S. Equal Employment Opportunity Commission, which claimed that Cheesecake Factory knew about and tolerated repeated sexual assaults against the men by a group of other men who worked in the kitchen.
You can read the full article linked below.
http://www.azcentral.com/news/articles/2009/11/10/20091110abrk-cheesecakesettle.html
W. Garnett & Associates
Human Capital Management
1-888-884-3910
Sexual Harassment And Pregnancy Discrimination Filed Against California Kitchen
Sexual Harassment and Pregnancy Discrimination Filed against CK. The lawsuit names California Pizza Kitchen Supervisor Andy Lee (Palo Alto restaurant) as the individual who engaged in sexually abusive and harassing behavior. The complaint states that Lee had informed the plaintiff that he had prior sexual harassment complaints filed against him.
Link to the full article below.
http://www.officialwire.com/main.php?action=posted_news&rid=56121&catid=137
W. Garnett & Associates
Human Capital Management
1-888-884-3910
