Social Mores Have Changed; Biology Hasn’t

by Evil HR Lady on July 6, 2018

Let’s talk about three sexual harassment cases.

A female coach and physical education teacher sued the school district because another employee, also female, made crude remarks about her breasts, touched her without permission, and said, “I will think of you next time I am f—ing.”

A female employee receives sexually explicit text messages from the man responsible for training her. While the trainer doesn’t have hire/fire authority over her, he certainly can influence her career. His wife eventually finds out and sends the female employee a profane message. The employee complains to her supervisor and is fired for violating a work rule.

A boss tells his employee to “date,” and send “nudie” pictures to, a potential client in order to help convince this client to move his business. The boss offers the employee a big bonus in exchange for this, but doesn’t end up giving her one.

All three seem like cut-and-dried sexual harassment cases. If I were the human resources manager in any of these cases, the perpetrator would have been fired, or at least severely disciplined, for inappropriate workplace behavior. But, in the crazy world of sexual harassment law, inappropriate sexual workplace behavior doesn’t always equal sexual harassment, even when it seems inextricably tied to sexual behavior.

to keep reading, click here: Social Mores Have Changed; Biology Hasn’t

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