Unanswered Questions After 'Suders'


As counsel to an employer, you receive a call from the vice president of Human Resources, who reports the following: An employee who was the subject of a three-month pattern of hostile work environment sexual harassment involving her supervisor's lewd comments, sexual gestures, and the posting of vulgar images, quit within 24 hours following a humiliating demotion. Can the company be held strictly liable? Will the company be entitled to assert an affirmative defense should the employee bring a claim? What if this employee quit one week after the demotion? Or one month later?

Please see full article below for more information.

LOADING PDF: If there are any problems, click here to download the file.

DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

© Ruskin Moscou Faltischek | Attorney Advertising

Written by:


Ruskin Moscou Faltischek on:

Readers' Choice 2017
Reporters on Deadline

"My best business intelligence, in one easy email…"

Your first step to building a free, personalized, morning email brief covering pertinent authors and topics on JD Supra:

Sign up to create your digest using LinkedIn*

*By using the service, you signify your acceptance of JD Supra's Privacy Policy.

Already signed up? Log in here

*With LinkedIn, you don't need to create a separate login to manage your free JD Supra account, and we can make suggestions based on your needs and interests. We will not post anything on LinkedIn in your name. Or, sign up using your email address.