An employer that had a sexual harassment policy, but that failed to train its employees on the policy AND failed to insist that managers who received complaints forward those complaints to the human resources department, will...more
Is an employer liable for the misconduct of its employees at “after hours” gatherings? When a trial court adopted a narrow view of what constituted “the workplace,” an appeals court weighed in using a “totality of the...more
“Claims of sexual harassment typically involve the behavior of fellow employees. But not always,” said a federal appeals court in Gardner v. CLC of Pascagoula, LLC. The case shows employers must take employee complaints of...more
3/29/2019
/ Anti-Harassment Policies ,
Appeals ,
Civil Rights Act ,
Complaint Procedures ,
Customers ,
Dementia ,
Dismissals ,
Employee Training ,
Employer Liability Issues ,
Equal Employment Opportunity Commission (EEOC) ,
Harassment ,
Healthcare Workers ,
Hostile Environment ,
Jury Verdicts ,
Non-Employees ,
Nursing Homes ,
Oral Complaints ,
Patients ,
Physical Abuse ,
Reasonably Foreseeable ,
Restaurant Industry ,
Reversal ,
Risk Mitigation ,
Severe and Pervasive ,
Sexual Assault ,
Sexual Harassment ,
Title VII ,
Workplace Safety ,
Wrongful Termination