According to one recent court case, the answer is no.
A New York nursing home food service worker made videos with Legos depicting former co-workers in sexually or violently threatening ways.
One person’s hug is another’s creepy gesture, or worse, inappropriate advance. Where is the workplace line?
What should you do when an employee complains of harassment? I’ve shared these five steps before, but they are worth repeating.
There are plenty of lessons to take away from these tales of broken hearts, improper gropes, and untoward passes.
What did your employment attorney give you? How about Facebook firings, collective actions, FMLA notices and trade secrets to name a few.
We must resist the urge to fight this new war in our workplaces by harassing and otherwise discriminating against those who have the right to work, and enjoy that right free from discrimination and harassment.
If you do not train your supervisors, managers, and others in how to response to workplace harassment, you will have a difficult time avoiding liability when things go wrong.
Employees are still ignorant enough about social media to engage in very public online conversation about the alleged systematic harassment of a co-worker.