While most businesses have anti-harassment and anti-discrimination policies in place, many still face harassment or discrimination lawsuits because they fail to enforce those policies. More often than not, these are for repeat incidents that have, for one reason or another, gone unresolved. However, recent reports from across the county suggest that there are more single-incident cases today than there were just mere years ago. This can mean serious trouble for employers who fall short in providing a safe workplace environment for all.
The Increase in Single Incident Cases
As the notion and importance of equality becomes more widespread, and as judges and juries become more sympathetic to the effects of workplace harassment, more and more are ruling “extremely serious” or “severe” single incidents as viable unlawful harassment cases. Under federal law, this places the employer on the hook for liability, and such employers may become responsible for damages considered due.
Even cases that are ultimately dismissed have their negative effects on a business. Because they often remain as pending cases longer than may seem necessary, harassment and discrimination lawsuits can drastically impact on employee morale and productivity, and they may even cause long-lasting damage to a company’s reputation. Litigation costs associated with discrimination or harassment claims may also prove to be costly, especially if the claim survives past summary judgment. All in all, it is a situation that every employer should try and avoid if and whenever possible.
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