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The rundown, a male manager/supervisor is propositioned by a female subordinate. Supervisor tells woman to get lost. Managing general partner tells woman that her behavior is inapropriate but yet she continues to attempt to initiate unsolicited contact with supervisor who alternates btw telling her to eff off or ignores her.
Manager informs ownership of continual problem, ownership offers platitude of "we want you being comfortable" but doesn't fire her because business is struggling and woman is capable of high volume sales.
Woman continues to antagonize supervisor, supervisor contacts NLRBN and is told that he has no workforce protection issue but vis a vis sexual harassment but should consider taking out a restraining order on grounds of criminalor elctronic harassment. Manager realizes that if he pursues this course of action he will be offed at the first possible instance.
The manager should let ownership know that he is aware that this is a sexual harassment issue and would hate to be forced into making that kind of complaint. The manager, could also make harasser aware of this too. That may be enough for her to stop or for ownership to do something about it.
The manager should let ownership know that he is aware that this is a sexual harassment issue and would hate to be forced into making that kind of complaint. The manager, could also make harasser aware of this too. That may be enough for her to stop or for ownership to do something about it.
Nic, the manager has mad it plainly clear to the subordinate that he will have to resort to criminal/civil remedies if she does not cease.
The ownership os callow, their business id floundering and they worry more about perception than reality. And technically it's not sexual harassment as the pattern of harssment was initiated by the subordinate. The manger has presented the ownership with copies of the unsolicited communiques and ownership is doing nothing becuae they assume that the owner really doesn't want to have to go the police for a restraining order.
Nic, the manager has mad it plainly clear to the subordinate that he will have to resort to criminal/civil remedies if she does not cease.
The ownership os callow, their business id floundering and they worry more about perception than reality. And technically it's not sexual harassment as the pattern of harssment was initiated by the subordinate. The manger has presented the ownership with copies of the unsolicited communiques and ownership is doing nothing becuae they assume that the owner really doesn't want to have to go the police for a restraining order.
This is a difficult situation, but the fact of the matter is - if the owner is aware that this is going on and he is doing nothing - he/she/they will be hit with some pretty hefty fines and may even lose their business if they don't act to stop it. If the complaintant were to say something about "sexual harrassment" (doesnt matter what the position is of the person who is doing the harrassing - subordinate or not) they are legally responsible to get involved. And lets just say the complaintant gets fired.......owner is wrong and can be sued and lose. This country no longer messes around with this BS. I used to work in HR for a retail company - let me tell you - the laws are clear - very clear.
Nic, the manager has mad it plainly clear to the subordinate that he will have to resort to criminal/civil remedies if she does not cease.
The ownership os callow, their business id floundering and they worry more about perception than reality. And technically it's not sexual harassment as the pattern of harssment was initiated by the subordinate. The manger has presented the ownership with copies of the unsolicited communiques and ownership is doing nothing becuae they assume that the owner really doesn't want to have to go the police for a restraining order.
Most states also have laws against sexual harassment that might differ slightly from the federal definition. Information on Sexual Harassment
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