Assertion: sexual harassment's employer | /r/HasProperty | liable
Facets:
value: always
type: DEGREE
value: for sexual harassment
type: CAUSE
value: strictly
type: DEGREE
value: for harassment
type: PURPOSE
value: for harassment by their employees
type: CAUSE
value: for damages
type: PURPOSE
value: for the supervisor's conduct
type: CAUSE
value: for conduct of supervisors
type: PURPOSE
value: automatically
type: MANNER
value: for acts of its supervisory personnel
type: CAUSE
value: for other forms of relief
type: PURPOSE
value: for creating a hostile work environment
type: CAUSE
value: for actionable discrimination
type: PURPOSE
value: under discrimination laws
type: OTHER
value: for monetary compensation
type: PURPOSE
value: to employees
type: TRANSITIVE-OBJECT
value: for conduct of non-employees
type: PURPOSE
value: depending upon the circumstances
type: OTHER
value: for a supervisor
type: TRANSITIVE-OBJECT
value: without being aware
type: MANNER
value: for the harms
type: PURPOSE
value: under the alberta human rights act
type: OTHER
value: for other employees' actions
type: CAUSE
value: thanks to these cases
type: OTHER
value: in most cases
type: TEMPORAL
value: by a supervisor
type: OTHER
value: under respondeat
type: MANNER
value: under these guidelines
type: OTHER
value: by their employees
type: OTHER
value: vicariously
type: MANNER
value: legally
type: MANNER
Source sentences:
text: The employer of the coworker may be legally liable for such harassment if the employer knows or should know about it and fails to take timely and appropriate responsive action.
text: In the same year, the courts concluded in Faragher v. City of Boca Raton, Florida, and Burlington v. Ellerth, that employers are liable for harassment by their employees.
text: In order to recover against an employer under a sexual harassment suit, the plaintiff has to show that the harassment affected the employment (as by being severe or pervasive) and that the employer is liable under respondeat superior because of actual or constructive knowledge of the harassment.
text: If the harassment results in a tangible employment action (such as firing, demotion, or unfavorable changes in assignment), the employer is liable.
text: If the harassment is a hostile work environment, then the employer can also be liable, but it has a possible defense, if it can show that the employer exercised reasonable care to prevent and promptly correct any harassment and the employee unreasonably failed to take advantage of the company's preventive or corrective measures.
text: The employer is liable if it knew or should have known about the harassment unless it took immediate and appropriate corrective action.
text: The employer is automatically liable for harassment by a supervisor that results in a negative employment action such as termination, failure to promote or hire, and loss of wages.
text: The employer will be liable for harassment by non-supervisory employees or non-employees over whom it has control (
text: Thanks to these cases, employers are liable for unlawful harassment by their employees, especially when the harassment results in a tangible employment action (such as losing your job).
text: If the employer has not taken all reasonable steps to prevent and deal with harassment in the workplace, the employer may be liable for any harassment which does occur, even if unaware that the harassment was taking place.
text: Because it is the employer's responsibility to maintain a workplace free of sexual harassment, employers are often liable for their supervisors' actions or other employees' actions.
text: An employer who neglects to follow up on a complaint of sexual harassment may be liable under the Alberta Human Rights Act for failing to take prompt and appropriate action.
text: When sexual harassment happens in the workplace, the employers may be liable for the harms caused to the victims rather than the perpetrators.
text: ●Should an employer be liable for a supervisor's sexual harassment of an employee if the employee did not acquiesce to the threats and suffered no adverse employment consequences?
text: If harassment is mentioned to a supervisor, observed by a supervisor, or committed by a supervisor, the employer is particularly liable if an investigation was not conducted.
text: And without even being aware of the incident, an employer can be liable for the quid pro quo harassment perpetrated by a supervisor because supervisors are deemed to be acting on behalf of their employers.
text: An employer is always liable for a supervisor
text: The employer is liable for supervisor harassment because supervisors are aided in their misconduct by the authority that the employers have delegated to them, such as the authority to undertake or recommend tangible employment decisions, or to direct the employee
text: Harassment by a supervisor or manager involving a "tangible job action": the employer is always liable.
text: Harassment by a supervisor or manager involving hostile environment: employer is liable unless the employer proves that they exercised reasonable care to prevent and remedy any harassing behavior, and that the complainant failed to take advantage of preventive or corrective measures or otherwise avoid harm.
text: Harassment by a co-worker, non-employee or other outside person: the employer is liable if the employer knew or should have known about the harassment and did not take prompt remedial action.
text: If a co-worker or non-employee is involved, an employer is liable if it
text: Immediate supervisors: Since such individuals are not high enough to be the employer’s proxy, but are given direct authority over the victim, the employer is generally strictly liable for harassment committed by immediate supervisors.
text: Since such individuals are not high enough to be the employer’s proxy, but are given direct authority over the victim, the employer is generally strictly liable for harassment committed by immediate supervisors.
text: Quid pro quo harassment: The employer is strictly liable only if there is proof the immediate supervisor invoked and improperly used actual authority, and there are fewer supervisors than employees, making them easier to train and monitor.
text: The employer is strictly liable only if there is proof the immediate supervisor invoked and improperly used actual authority, and there are fewer supervisors than employees, making them easier to train and monitor.
text: Hostile work environment: The employer is strictly liable but may attempt to establish as an affirmative defense that it took reasonable care to prevent or promptly correct harassing behavior and the employee unreasonably failed to use your anti-discrimination policy, or to otherwise avoid or reduce any harm done.
text: The employer is strictly liable but may attempt to establish as an affirmative defense that it took reasonable care to prevent or promptly correct harassing behavior and the employee unreasonably failed to use your anti-discrimination policy, or to otherwise avoid or reduce any harm done.
text: Depending upon the circumstances, an employer may be liable for conduct of non-employees over whom it exercises some level of control, where it doesn't take appropriate corrective action to end sexually harassing conduct.
text: Both individual workers and employers can be liable for sexual harassment.
text: When an employer knows or should have known that harassment was occurring, or when the employer creates an environment that encourages sexual harassment, the employer is liable even if he or she did not directly participate in the harassment.
text: In Burlington Industries, Inc. v. Ellerth and Faragher v. City of Boca Raton the U.S. Supreme Court rules that employers are liable for sexual harassment by their employees even if threats and favors aren’t carried out.
text: An employer is liable, as is the case for many other acts, for the actions of their employees during the course of employment.
text: All forms of sexual harassment are illegal, and employers may be liable for this behavior if they do not take the proper steps to address it.
text: Under these guidelines, employers are liable when either their supervisors or agents create a hostile environment, or if the employer knew or should have known of the sexual harassment and failed to take immediate and appropriate corrective action.103
text: In most cases, before an employer can be liable under discrimination laws, the employer must be given notice of the harassment and must have a chance to deal with the problem.
text: An employer who directly participated in the harassment may be liable if he or she is an owner, manager, partner or corporate officer or supervisor (who has authority over you).
text: An employer may be liable if he or she knew or should have known about the harassment and did not take prompt and effective action to stop the problem.
text: In the same year, the courts concluded in Faragher v. City of Boca Raton, Florida, and Burlington v. Ellerth, that employers are liable for harassment by their employees.
text: A failure to do so may result in employers being found to be vicariously liable for the sexually harassing conduct perpetrated by its employees, and employers may accordingly face significant awards for compensation.
text: In 1998, The Supreme Court made a ruling that changed the way employers and employees were liable for sexual harassment.
text: In the cases Burlington Industries, Inc. v. Ellerth and Faragher v. City of Boca Raton, The Supreme Court ruled that employers were liable for sexual harassment even if threats and favors weren’t followed through with.
text: We asked whether an employer can be liable for creating a hostile work environment if it permits sexual comments to be made to an offended employee by, for example, a parrot?
text: If proven, the employer is always liable, even if they had a policy against asking for sex in the workplace," Rossein says.
text: As figure indicates, if the employee suffered any tangible employment action (such as being denied raises, being terminated, or being refused access to training) because of the sexual harassment, then the employers are liable.
text: As figure indicates, if the employee suffered any tangible employment action (such as being denied raises, being terminated, or being refused access to training) because of the sexual harassment, then the employers are liable.
text: Employers are encouraged to train employees as soon as possible because employers are liable for the sexual harassment conduct of new employees upon their hire.
text: Employers may be liable for monetary compensation and other forms of relief to employees who are victims of sexual harassment by:
text: The individual man who corners her and grinds up against her may be tried for criminal assault, but her employer is liable for civil damages if that employer did not halt or otherwise respond appropriately to the discriminatory harassment that led up to it.
text: If an employer does not remedy a situation involving sexual harassment after hearing about it, then the employer can be liable for sexual harassment.
text: The court established a strict liability rule whereby the employer is liable for acts of its supervisory personnel.
text: Employers are not likely to be liable when they have rock-solid, written, anti-harassment reporting and remedy procedures in place and made employees aware of them, but employees who've alleged workplace sexual harassment didn't follow the procedures before taking legal action.
text: If you are subject to this kind of harassment, the employer or colleague responsible may be liable for damages.
text: Municipal liability for the sexual harassment of employees by other employees is a serious issue for local governments, because Supreme Court cases hold that employers may be liable for all actionable sexual harassment by supervisors, regardless of whether the employer was aware of the harassment.
text: Employer is liable for conduct of supervisors.
text: The Supreme Court ruled that when a supervisor has, in addition to creating a hostile work environment, taken some tangible employment action against the victim (e.g., demotion, undesirable work assignment, or denial of a raise), the employer is automatically liable for the supervisor's conduct.
text: Employer is liable for conduct of supervisors even when they neither knew nor should have known that the misconduct was occurring.
text: Employer is liable for actionable discrimination caused by a supervisor, but is subject to an affirmative defense looking to the reasonableness of the employer's conduct as well as that of the plaintiff victim.