Preserving Your “Diligent Employer” Defense To Workplace Harassment Claims: The Eleventh Circuit Says That A Good Policy Is Not Enough
- Topics:
- Harassment
- Tags:
- Employer,
- Gender And Diversity,
- Harassment,
- Human Resources,
- Recruitment & Selection,
- Reed Elsevier Inc.,
- Workforce Management,
- Workplace
- Source:
- Reed Elsevier
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Overview: This article discusses several important guidelines on how to be a “diligent employer. In the five years since the Supreme Court pronouncements in Ellerth and Faragher, the lower courts have begun to flesh out some guidance on what kinds of activities an employer must prove in order to enjoy the protections of those two landmark cases. In addition to discussing the “diligent employer” defense available under the Ellerth and Faragher cases, one will also look at some related issues where diligence by an employer can help limit potential liability and provide a workplace that is far less likely to generate claims for discrimination, harassment and retaliation.
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Format: WORD | Date: Jan 2003 | Pages: 14
