So, if that’s the case why did this information end up hurting rather than helping their case? The court rejected the argument basically because the policies were poorly formulated and exercised. Additionally, it didn’t specifically address sexual harassment as unlawful. Meritor found the court to be submissive of the EEOC guidelines. These guidelines see the employer as legally answerable when the supervisor or employee engages in sexual harassment. It’s the responsibility of the employers to prevent sexual harassment, bring awareness, inform employees of protocol, and enforce training to all employees especially supervisors. Employees should know sexual harassment is without question not tolerated! The Meritor v. Vinson case was a lesson to all employers. Simply, having a written up policy won’t save you from a lawsuit, you have to enforce protocol and make it known. (If time talk about
So, if that’s the case why did this information end up hurting rather than helping their case? The court rejected the argument basically because the policies were poorly formulated and exercised. Additionally, it didn’t specifically address sexual harassment as unlawful. Meritor found the court to be submissive of the EEOC guidelines. These guidelines see the employer as legally answerable when the supervisor or employee engages in sexual harassment. It’s the responsibility of the employers to prevent sexual harassment, bring awareness, inform employees of protocol, and enforce training to all employees especially supervisors. Employees should know sexual harassment is without question not tolerated! The Meritor v. Vinson case was a lesson to all employers. Simply, having a written up policy won’t save you from a lawsuit, you have to enforce protocol and make it known. (If time talk about