This case creates a dangerous precedent. It enables an employee to create an unfair labor practice out of thin air merely by airing an issue with co-workers, regardless of whether those co-workers share in that concern.Read More
An employer cannot hold a grudge against an employee who engaged in protected activity, with the hope that the passage of time will permit later retaliation.Read More
If your workplace is sexually charged, it will catch up with you eventually.Read More
In this case, a settlement that will not throw the employer into bankruptcy is a win. It is important to do everything you can to lessen the potential pool of damages available to the plaintiff. Read More
If you are going to terminate an employee on the heels of protected activity, you best have all of your ducks in a row.Read More
'No one should have to put up with sexual comments or touching while they are just trying to make a living.'Read More
Harassment is harassment, whether its a male-on-female, or female-on-male. As long as the harassment is 'because of sex,' it’s illegal.Read More
An employer cannot go into 'ostrich-mode' in the face of workplace harassment.Read More
How you choose publicly to respond to allegations is open to cross-examination in later depositions and at trial.
Even though the court concluded that the alleged harassment constituted one single incident, it was sufficiently severe such that a jury could conclude that it constituted a hostile work environment.