Remedial actions limit an employer's liability; corrective action can absolve a company of a supervisor's harassment in many circuits
Article Abstract:
Federal circuit courts have differed in their rulings on employer liability when supervisors created a sexually hostile work environment. If employer response was adequate and effective, there has usually been no employer liability, even if the supervisor's harassment was foreseeable or within the scope of the job. The US Court of Appeals for the District of Columbia Circuit held in Gary v. Long that employers with well-advertised procedures combatting workplace harassment do not have Title VII liability. Until the issue is resolved by the Supreme Court, employers should keep track of relevant decisions in their circuits.
Publication Name: The National Law Journal
Subject: Law
ISSN: 0162-7325
Year: 1996
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Employers may police some workplace romances; limiting prohibitions to only the most problematic relationships can prevent employee lawsuits
Article Abstract:
Employers may have a legitimate interest in regulating office romances due to their possible effect on performance and morale. Written policies limiting fraternization must be clear, as unrestrictive as possible and avoid invading employee privacy. Employees should have prior notice of policies, receive training regarding them and see that they are applied consistently. Guidelines for drafting such policies are given.
Publication Name: The National Law Journal
Subject: Law
ISSN: 0162-7325
Year: 1996
User Contributions:
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- Abstracts: Recent cases reinforce a client's right to receive accurate information about a case so that the risks of litigation and the value of settlement can be evaluated
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