Folks, let me give you a little free Friday HR pro tip:
If a female employee complains to a female manager that another male manager is sexually harassing her, it’s not ok to for the female manager to respond thusly,
“He’s a guy and you work with guys. Ignore it and smile.”
That’s bad. Worse than pooping on a warehouse floor. (Even worse with the music I selected)
Continue reading
Geez! What’s gotten into me this week? Even by The Employer Handbook editorial standards, which are lower than Title VII’s religious accommodation undue hardship test.
[I’ll be here all week. Sorry.]
First, a 1000+ word blog post on ADA telework, followed by two cheeky posts on bad interview questions and the FMLA. So, naturally, this builds up to a Thursday post about oral.
As I resist every urge to cheapen this further by resorting to silly puns and other double entendre, allow me to set the stage for you: Continue reading
What else is there to blog about after reading a federal court opinion about Yolo (You Only Live Once) and sexual harassment?
Geez. Last night, I could have peed plutonium while flaming monkeys sprang forth from my word hole, and I still would have blogged Yolo.
More on Yolo after the jump…
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The opinion contains the words “fingered,” “genital area,” and “sexual assault,” plus an allegation that the assailant tried to hit the plaintiff with her car in the mall parking lot. But, the court concluded that there was no sexual harassment, because none of these events “affected the conditions of her employment.”
** napalms Washington-bound resume; shreds ashes **
//www.youtube.com/watch?v=-RvNS7JfcMM
Before law school was even on the radar for me, I knew that coitus on office furniture was a workplace no-no. And ignorance is not a defense.
But, maybe Seinfeld isn’t a thing in Indiana.
I’m often asked, “Eric, where do you find this stuff?”
Why TMZ, of course. Break ’em off TMZ:
“Whitney Wolfe claims in a new lawsuit — obtained by TMZ — she was mercilessly brutalized by the other execs who wanted to remove her title because no one would take a site like Tinder seriously if they knew it was founded by a 24-year-old chick.
Welcome to Alabama, where they see your one-grope rule and raise you two grabs of the derriere.
Why? Because, according to this recent federal court opinion, the average female employee would not find getting her ass grabbed twice by a male supervisor to be offensive.
Now remember, that for a woman to prove sexual harassment, she must show five things:
We’ve talked a fair amount about sexual stereotyping at the ole Handbook.
Here I discussed the cluster created by offering crap assignments to a male employee because he fails to conform to a male stereotype.
And of course, we have my “Ravishing Rick Rude” theory of same-sex harassment, which a federal appellate court crapped all over.
Generally, a typical sexual harassment claim involves a supervisor or manager or co-worker making unwelcome sexual advances towards another employee.
But what if, instead of the harasser being one of your employees, it’s an independent contractor.
Does that absolve your company from liability? Is it a valid defense if one of your employees sues you for sexual harassment to point the finger outside of the company?
The Employer Handbook Blog