Rather, issues tend to surface after the employment relationship begins. For example, what starts as a personality conflict or constructive criticism can escalate quickly into a situation involving a disgruntled employee. We only have a few employees, so the laws do not apply to our organization. While many federal statues such as Title VII, the Americans with Disabilities Act, and the Family and Medical Leave Act require a minimum number of employees before they apply, state statutes and case law generally do not include this requirement. In fact, many states have enacted legislation that broadens the scope and damages of their federal counterparts.
Confidentiality relating to discipline or termination of an employee is extremely important.
Do not offer opinions. In addition, never reveal information to individuals who are not members of your staff or congregation. As long as we were not aware that sexual harassment had taken place, we are not responsible. Employers are, with a few narrow exceptions, responsible for the acts of their supervisory employees, regardless of whether the employer prohibited the conduct and regardless of whether the employer knew about it. Employers may also be liable for sexual harassment that occurs between fellow employees if the employer knew or should have known about the conduct, unless it can be shown that the employer took immediate and appropriate action.