|
|
|
  Investigating Claims of Harassment.Fisher & Phillips, LLP - August 07, 2009 Your human resources director has brought you a tough one: one of your sales employees has complained that her Sales Manager harassed her sexually, and had made disparaging racial remarks about a customer. You're stunned because the manager has been a good performer, generating good numbers and seems like a real straight arrow guy. What do you do? Report Link Damned If You Do, Damned If You Don't: Terminating Accused Harasser Can Lead to Liability for "Sex Stereotyping"Littler Mendelson, P.C. - June 23, 2009 Most employers are well aware of their obligation to promptly and thoroughly investigate complaints of sexual harassment. Although the right to an adequate investigation is most commonly associated with the alleged victim, a recent decision by the Second Circuit Court of Appeals (covering New York, Connecticut, and Vermont) illustrates that an employer's failure to investigate can lead to claims by the accused harasser as well. Report Link When Even Doing It Right Leads To Trouble.Fisher & Phillips, LLP - November 07, 2007 A recent case involving a Texas dealership reminds us how careful a dealer and its managers must be when investigating a harassment complaint. Report Link Investigations Not To Be "Micro-Managed".Ogletree Deakins - June 15, 2007 The Eleventh Circuit Court of Appeals recently dismissed a sexual harassment lawsuit brought against an employer, stressing that federal courts should avoid second guessing or "micro-managing internal investigations." According to the Eleventh Circuit, the court's focus should be on the "reasonableness of the investigation," rather than vetting the specific nuances of the company's response. Report Link Think "Big Picture" When Addressing Workplace Harassment (pdf).Vedder Price - April 29, 2005 A recent opinion of the U.S. Court of Appeals for the
Seventh Circuit illustrates the importance of investigating
and addressing workplace harassment in the context of
other complaints rather than as isolated incidents.
|
ArticlesFound: 5 ArticlesNO SUBTOPICSEmployment Law Seminars
A Littler OFCCP Webinar Series
Webinar
March 15, 2010 LittlerCreating and Keeping Employment Law RecordsWebinar
March 16, 2010 Fisher & PhillipsUsing Serengeti Tracker - More Than a Matter Management ToolPortland
March 16, 2010 LittlerWho Says Social Networking Is Just for Kids?Indianapolis
March 16, 2010 LittlerAdvanced Executive BriefingJacksonville
March 17, 2010 ConstangyManaging Intermittent Leave and the Medical Certification Process Under FMLAWebinar
March 17, 2010 Fisher & PhillipsWho Says Social Networking Is Just for Kids?Chicago
March 17, 2010 LittlerHR Madness: The Road to a Winning WorkplaceJacksonville
March 18, 2010 ConstangyCalifornia Legally Required Sexual Harassment Training: It's Never Too Late To ComplyOntario
March 18, 2010 Fisher & PhillipsUnder Pressure: What You Need to Know About Immigration Regs. to Keep Your Health Care OrganizationWebinar
March 18, 2010 Vedder Price |
|
| ||
|
Terms of Use
|
Privacy
|
Advertising
|
About
|
Contact
|
For Law Firms
|
Partners
Copyright © 2010 elinfonet.com, llc.
The use of this site, and the terms and conditions for our providing information, is governed by our Terms of Use, including the disclaimers contained therein. By using this site, you acknowledge that you have read the Terms of Use and that you accept and will be bound by the terms thereof.
This site is designed for lawyers concentrating in employment law and human resource professionals who specialize in employee relations. As more fully set forth in the terms of use, the information provided on or through this site is for general information purposes; it is not a determination of your legal rights, nor your responsibilities under the law. None of the information contained on this site is, or should be construed as, legal advice. The information should not be relied upon for legal advice. We are not engaged in the practice of law and no attorney-client relationship is being created. Any information communicated to any lawyer via this site does not have the confidentiality protection of the attorney/client privilege. If you are seeking legal advice, find a qualified lawyer in your area. If you need help finding a lawyer, call your local, county or state bar association. All logos and trademarks on this site are property of their respective owners. | ||
Federal Article Feeds