by Eric B. Meyer
Originally published: February 17, 2017
When I conduct anti-harassment training for supervisors, one of the points I stress is that all complaints of harassment and discrimination — no matter how minor — must be taken seriously.
For a few reasons.
By addressing harassment right away, it reduces the chances of repeat performances. That’s good for the employee. That’s also good for the employer, because a successful hostile work environment claim requires behavior that is either severe or pervasive. To boot, an employer picks up an affirmative defense when it exercises reasonable care to end harassment at work.