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I Don’t Have to
Investigate That, Right?
A male employee complains to HR that he has been subjected to a “hostile work environment.” When asked to explain, the male employee describes a single incident. Apparently, a female co-worker walked past a window, which had shown light through her silk blouse. The light revealed the outline of her breasts – and he felt harassed.
What should HR do? Read on to learn how this situation should be handled.
A member asked the following question about how to handle a situation where a customer is harassing a manager. Read on for guidance on how to handle these sensitive situations.
During the course of our sexual harassment prevention training with our managers and supervisors, a question came up that I was unable to answer.
As part of the training, we explained we have a responsibility to protect our employees from sexual harassment. We explained if managers see an employee being harassed by a customer, the manager should step in to finish serving the customer and send the employee to do another task. This removes the employee from the situation.
If it is late at night and it is just the Shift Manager and another employee working, and a customer is sexually harassing the Shift Manager, what should the manager do? I know our company has an obligation to protect the Shift Manager from that kind of sexual harassment but how can we handle it?
FEDERAL
Must Read: Immediate Federal Protections for Pregnant and Nursing Mothers
CALIFORNIA
California: Labor Commissioner Releases FAQ on New Pay Scale Law
ILLINOIS
Illinois: Paid Leave for Any Reason Coming January 2024
NEW JERSEY
New Jersey: Expansive Mini-WARN Act Amendment Go in Into Effect
NEW YORK
Albany County, New York: Reminder – Pay Ranges in Job Posts Effective February 12
New York City: Limits on Using Automated Tools for Hiring
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This information is provided by ePlace Solutions, Inc. which is solely responsible for its content. ePlace Solutions, Inc. is not engaged in rendering legal or other professional services. Federal and state laws are more complex than presented here. This information is simplified for the sake of brevity and is not a substitute for legal advice. ePlace Solutions, Inc. disclaims any liability, loss or risk incurred as a consequence, directly or indirectly, of the use and application of any of the contents of this information.
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