training

The risk of vicarious liability for harassment and hostile work environment looms a little less large as a result of a recent Supreme Court decision. Vance vs. Ball State University narrowed the definition of “supervisor.” Employers should not jump to the conclusion that only supervisors can cause liability in harassment or discrimination cases. Employers have the duty to provide a healthy and respectful work environment. The Supreme Court found Faragher v. Boca Raton and Burlington Industries, Inc. v. Ellerth instructive landmark sexual harassment cases. These cases established the need for employers to demonstrate a well- communicated policy and complaint procedure, […]

The Equal Employment Opportunity Commission (EEOC), the Department of Labor (DOL) and the Department of Justice (DOJ) have been working together; sharing and coordinating information. This collective enforcement can result in an employer having multiple claims from various agencies due to a single issue. This combination has other synergistic results; including the ability to initiate class-action lawsuits. The EEOC’s mission is to “stop and remedy unlawful employment discrimination,” to achieve the EEOC’s vision of “justice and equality in the workplace.” EEOC developed a strategic enforcement plan (SEP) to effectively carry out its mission. The SEP establishes the Commission’s priorities for […]