Sexual Harassment

A self-proclaimed “dirty old man” did not create hostile work environment. Not even in California.

September 3, 2024 | by Eric B. Meyer

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An employee claiming that she endured sexual harassment must present evidence of “severe or pervasive” conduct based on her sex that was bad enough to interfere with her working conditions or create an intimidating workplace.

When a plaintiff initially presents these claims in court an initial filing, she does not have to detail every sordid fact and incident. Indeed, a short, plain statement of the facts — enough to place the defendant on notice of the claims against it will suffice.

At the same time, those initial claims of sexual harassment must be plausible — even in California, the most employee-friendly state in the country.

“This case arises from a workplace romance.” It began as “an affair” when “they were not yet colleagues, only lovers.”

August 9, 2024 | by Eric B. Meyer

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Kind of sounds like the start of a beautiful movie or novel, doesn’t it?

Unfortunately, however, it became more Lady Gaga. Or, more precisely, the writings of the Fourth Circuit Court of Appeals adjudicating an on-again-off-again sexual relationship between the “lovers” who became “colleagues” in the “workplace” and, later, plaintiff and defendant in a quid pro quo sexual harassment lawsuit.

When is an employer AUTOMATICALLY liable for a supervisor’s sexual harassment of a subordinate?

April 11, 2024 | by Eric B. Meyer

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Often, an employer has affirmative defenses when an employee accuses a supervisor of sexual harassment. But Title VII of the Civil Rights Act of 1964 makes liability automatic in two ways.

There’s one state where bringing a sexual harassment claim is much easier than the rest

February 21, 2024 | by Eric B. Meyer

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In most places, a plaintiff who claims that their former employer sexually harassed them must establish that the conduct to which they were subjected was severe or pervasive enough to alter the conditions of employment and create a hostile or abusive work environment.

In New York, however, not so much. Continue reading

Here are four ways to BOTCH a sexual harassment investigation

February 14, 2024 | by Eric B. Meyer

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Last month, I told you that an employer’s response to a harassment complaint doesn’t need to be perfect. Just ok may do. That’s because an employer that learns about sexual harassment needs to respond in a way that is reasonably designed to end the complained-of behavior.

Well, I read a recent federal court decision in which the U.S. Equal Employment Opportunity Commission alleged that an employer’s response to complaints of sexual harassment in September and December 2019 was deficient in at least four ways. Continue reading

Do as I say, not as I do? (You won’t believe how much the feds paid to settle allegations of “egregious and continual sexual harassment.”)

February 6, 2024 | by Eric B. Meyer

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Federal agencies, like the U.S. Department of Justice, often publish news releases touting their lawsuits and significant judgments against employer scofflaws.

But, I know a big one — a $1.2M judgment — that the DOJ will want to forget. Continue reading

No, my guy, your employer did not unlawfully stereotype your masculinity by firing you for sexual harassment.

December 20, 2023 | by Eric B. Meyer

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I’m going to tell you about what may be the least self-aware employee. At least in recent memory. Continue reading

What are there legal risks of making a worker participate in an Employee Assistance Program?

October 30, 2023 | by Eric B. Meyer

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Suppose that several employees complain that a coworker is creating a “hostile work environment” because they were afraid that she (the coworker) was going to report them (the employees) for engaging in unspecified misconduct in the workplace.

Can the employer respond by mandating an Employee Assistance Program (EAP) referral as a condition of the coworker’s continued employment?