Is Your Company Prime to be Sued by the EEOC?
Sexual harassment and discrimination are about as old as the workplace itself, what workers don’t know is just how important WHO commits the harassment is. Most employees know that harassment can come from anywhere within the company, but did you know that if it is committed by a manager or executive the company in its entirety can be held accountable for the discrimination or harassment. In addition if a peer or subordinate has committed the offense and management can be shown to have been aware and done nothing to stop it the company may again be held accountable.
Your company actually bares the responsibility to protect the rights and wellbeing of all employees while on the clock. This is why the EEOC takes on cases such as the here. In the case of one receptionist who was being harassed by a patient. We usually consider it the company’s issue if an employee is committing the harassment, but it is responsibility of your employer to protect you at work. The secretary working for the Virginia Community Health Systems was being repeatedly harassed by one of their patrons. Though she reported the problem repeatedly the company continued to place the customer above their employee and refused to remove him or move her to avoid contact comfortably. Because the company’s actions or lack thereof created a hostile work environment they can be held accountable for the damages.
The important detail in this case is the word “REPEATEDLY.” The EEOC stepped in because despite the repeated offenses and repeated requests for remedy the company repeatedly ignored the issue. When your company fails to do the job of protecting the rights and wellbeing of those who work for them organization such as the EEOC must step in.
Does any of this sound TOO familiar?
What are the signs that you may have a case, and what do you do next?
FIRST: Report your issues IN WRITING as soon as you can, either to your supervisor or the harasser’s, and be sure to report ALL incidents not just one.
SECOND: Get DETAILED, the more specific you are with the incident report as well as the remedy you are seeking the more ground you have to stand on.
THIRD: ESCALATE; if the manager fails to address the issue right away go to HR they are more likely to be impartial and act quickly.
DO NOT WAIT! If you are dealing with harassment or discrimination at work you need to contact an employment attorney right away. Do not wait for the company to have time to try and cover their tracks or create a different picture of events. CALL UELG today for a completely free, risk free consultation.
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