As we are in the first quarter of the year, it is a good time to review your sexual harassment policy with your employees. Ensure that all paperwork and handbooks are up to date, and that any contact information is as well. Employees should clearly know who to contact if they suspect they are being sexually harassed.
Here’s why it’s so important to keep your employees informed of your sexual harassment policies. In 2011, in the case Angela D. Walton v. North Carolina Department of Agriculture and Consumer Services and Robert N. Brogden, Jr., Ms. Walton sued for sexual harassment.
In the suit, Walton stated her working conditions were intolerable, due to her supervisor acting sexually inappropriate around her—in both speech and action. These behaviors went on for about two months. Walton only told her co-workers at first, then finally confronted her supervisor’s boss, and later quit.
In court, the Department of Agriculture explained its sexual harassment policy. The policy described what sexual harassment entailed and instructed employees to report any violations within 30 days of the incident. Walton was aware of this policy, having recently undergone training.
Walton’s case was dismissed, as the court reasoned the Department of Agriculture had done its due diligence in sexual harassment prevention by providing a clear policy. The agency took action once Walton told someone in authority what was going on. Walton also did not immediately report the incidents, as the policy stated, talking only to her co-workers about the issue at first.
Our attorneys will handle your sexual harassment claim with sensitivity and dignity. As employee rights attorneys, we utilize the law and the legal system to obtain justice and maximize our clients’ compensation.
Neil H. Deutsch has been practicing law for over 35 years and is known as a skilled negotiator in employment and discrimination law. He believes in a bottom-line approach of risk analysis and cost effectiveness for his clients. "Case evaluation is something we take seriously," says Mr. Deutsch who seeks top net dollar for his…
Bruce L. Atkins is the senior managing partner at Deutsch Atkins & Kleinfeldt P.C., a prominent plaintiff employment law firm in the tri-state area. Mr. Atkins believes employees’ rights should be aggressively pursued when they’ve been wrongfully dealt with by their employers. He brings this philosophy to his practice when considering each case and its…
Adam J. Kleinfeldt joined Deutsch Atkins & Kleinfeldt, P.C. in March of 2015. He primarily represents individuals in employment litigation such as discrimination, retaliation and whistle blowing matters. He has extensive experience in all phases of the litigation process. Adam has obtained significant results for his clients, including a $525,000 jury verdict in a sexual…
Diane Englander Peyser joined Deutsch Atkins & Kleinfeldt, P.C. in September 2018 where she represents employees in wrongful termination, retaliation, harassment, and discrimination matters. Prior to joining Deutsch Atkins & Kleinfeldt, P.C., Diane represented clients in all aspects of employment law on behalf of employees involving unemployment appeals, claims of sexual harassment, LGBT discrimination, disability…
Debra M. McGarvey joined Deutsch Atkins & Kleinfeldt, P.C. in December 2019. She has extensive experience defending employees and employers in state and federal court in employment litigation matters. She has represented clients on various issues arising out of the New Jersey Law Against Discrimination (NJLAD), the New Jersey Conscientious Employee Protection Act (CEPA), the…
