Are Victims Of Harassment Immune To Adverse Employment Actions?
- Topics:
- Harassment,
- Human Capital
- Tags:
- Business & Legal Reports,
- Employee,
- Gender And Diversity,
- Harassment,
- Human Resources,
- Performance,
- Performance Management,
- Workforce Management
- Source:
- Business & Legal Reports
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Overview: An employee who was the subject of a workplace prank that was sexual in nature could not show that a subsequent adverse employment action—a poor performance review that resulted in denial of an expected raise—was in retaliation for her complaint about the harassing episode. That was the decision of the U.S. Court of Appeals for the 8th Circuit in a recent case. The bottom line is that if employers properly document their employees’ performance, they should not have to let an employee’s poor performance slide, even if that employee has been the victim of harassment.
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Format: HTML | Date: Jan 2003 | Pages: 1
