by rachael | Feb 17, 2023 | Harassment, Human Resources
Answer from Sergio, SHRM-CP: Yes, you should still investigate the complaint. Not investigating could expose you to legal risk if more employees come forward with complaints, if the employee later decides to take their complaint to a state or federal agency, or if the...
by rachael | Aug 21, 2022 | Harassment, Human Resources
Answer from Kyle, PHR: You need to investigate the matter. A racially insensitive comment could be considered harassment—unwelcome behavior that’s based on a protected class such as race. Harassment becomes unlawful if putting up with it is a condition of continued...
by rachael | May 22, 2022 | Harassment
Answer from Emily, MBA, SPHR: It depends. You can certainly share a copy of the original complaint with the person who filed it. You can also tell them about the general results and let them know whom they should speak to if the harassment continues. You shouldn’t...
by hanna | May 26, 2021 | Employment Law, Harassment, Human Resources
A year ago, the Supreme Court of the United States ruled that employers may not discriminate based on sexual orientation or gender identity in employment. The decision was a response to three separate cases, all of which were about employment discrimination based on...
by dojodigital | Aug 12, 2019 | General News, Harassment, Human Resources
Question: When someone is accused of workplace harassment, who do we believe? We suspect that one of our employees harassed another, but we only have their conflicting stories to go on—no witnesses, video, or emails. The accuser’s account of the incident seems much...
Recent Comments