Disciplining sexual harassers: What’s fair? |
| |
Authors: | David S Hames |
| |
Institution: | (1) Department of Management, College of Business and Economics, University of Nevada, 89154 Las Vegas, Las Vegas, Nevada |
| |
Abstract: | To avoid liability for hostile environment sexual harassment under Title VII of the Civil Rights Act, and to minimize the
negative effects of such conduct on victims’ morale and perhaps their performance, employers must implement remedial measures
that are capable of ending the harassment or even preventing it. Determining what constitutes adequate remedial action is
difficult, and employers may administer excessively severe disciplinary penalties to ensure legal compliance. But such a response
would contravene the tenets of just cause and industrial due process. This investigation examines relevant arbitration decisions
to determine how labor arbitrators have balanced these competing interests. That is, it delineates the criteria that should
be used to ensure that the disciplinary penalties levied against employees who sexually harass others are both adequate and
fair. |
| |
Keywords: | sexual harassment discipline just cause arbitration of sexual harassment cases |
本文献已被 SpringerLink 等数据库收录! |
|