Franczek Radelet P.C • December 09, 2014
Ordinarily, employers think of anti-harassment policies as a means of defending themselves against harassment claims rather than a source of liability. However, a recent decision from a U.S. District Court in Connecticut serves as a reminder that written policies can create binding obligations for employers under certain circumstances.
Young Conaway Stargatt & Taylor, LLP • November 10, 2014
Investigating complaints of inappropriate workplace conduct is a difficult challenge for any number of reasons. But conducting an immediate and thorough investigation is critical to both preventing lawsuits and to avoiding liability should a lawsuit arise. Human-resource professionals often ask for tips in handling this challenge. Here are three.
Constangy, Brooks & Smith, LLP • August 08, 2014
According to statistics collected by the Equal Employment Opportunity Commission, harassment charges have stayed relatively stable over the past three years, and the number of “cause” determinations has actually declined. (Yay!)
Brody and Associates, LLC • July 31, 2014
The United States Court of Appeals for the First Circuit (“First Circuit”) recently held an employer could be liable for sex discrimination under Title VII where an employee’s job performance is maligned by a co-worker. The co-worker’s romantic overtures were rebuffed by the employee, the co-worker had intended to cause the employee’s termination, and the employer knew or should have known of the discriminatory motivation.
Constangy, Brooks & Smith, LLP • July 29, 2014
Even an air-tight case of sexual harassment can be sabotaged if (1) the employer has a policy banning it and an effective mechanism for handling complaints, and (2) the victim refuses to cooperate in the investigation.
Nexsen Pruet • June 05, 2014
On April 29, 2014, the Fourth Circuit Court of Appeals held that employers can be liable for third-party harassment under a negligence standard. In doing so, the court joined other circuits in establishing that employers can be liable under Title VII for third parties that create a hostile work environment, provided the employer knew or should have known of the harassment and failed to take prompt remedial action to end it.
Constangy, Brooks & Smith, LLP • May 30, 2014
How much do you really know about sexual relationships in the workplace? Take my quiz, and find out!
Littler Mendelson, P.C. • May 20, 2014
In its first published opinion on the topic, the U.S. Court of Appeals for the Fourth Circuit recently ruled in Freeman v. Dal-Tile Corp. that an employer is liable for harassment by a third party when the employer knows or reasonably should have known about the harassment and fails to take prompt, remedial action reasonably calculated to end the harassment.
Constangy, Brooks & Smith, LLP • April 04, 2014
Many, many years ago, as an associate, I got to help defend the worst harassment investigation of my career. The entire investigation went essentially like this:
Fisher & Phillips LLP • March 31, 2014
The Equal Employment Opportunity Commission (EEOC) reports that sexual harassment claims continue to be a serious issue, with 7,256 new charges filed in FY 2013. Although that number has decreased in recent years, the awards in sexual harassment lawsuits continue to climb.