Sometimes, when an employee is a victim of sexual harassment, the employer may respond quickly and appropriately, following well-established procedures and policies that it created in advance. Many other times, though, that’s not the case, and that latter scenario is something that may give rise to a sexual harassment lawsuit. Your New Jersey sexual harassment attorney can help you analyze your case and decide what a good manner to proceed may be.
One case recently decided by the Appellate Division involved an employee working for a chain of convenience and food stores. When the employee started in 1999, the employer gave her a copy of its employment handbook, which included the business’ anti-sexual harassment policies. At an awards dinner in 2010, one of the company’s loss prevention employees allegedly sexually harassed the woman repeatedly.
The woman reported the harassment on a survey related to the dinner. The employer investigated and reprimanded the loss prevention employee, including a formal written admonishment, mandatory attendance at a sexual harassment training session, and prohibition from future contact with the alleged victim.