Do you and your managers have the training needed to cope with today's employment-law entanglements? Have you developed the preventive policies and practices needed to avoid costly problems? Answer this quiz and test your knowledge:
Pete, your General Manager, is a very friendly and caring manager. For years he has bonded with employees by occasionally giving them a pat on the back or a hug. What would you recommend to Pete?
A. As long as it is clear that this conduct is not sexual, there is no reason to change years of successful behavior.
B. Pete should only pat or hug employees when there are witnesses.
C. If an employee does not say he or she is offended by the conduct, Pete should not be concerned.
D. It's time for Pete to change his style (stop the pats and hugs).
Are you prepared for today's complicated employment-law litigation matters? Find out by checking for the correct answer to the above question in the next column.
Did You Pass?
While a welcome pat or hug does not necessarily constitute "hostile work environment" sexual harassment, situations have a way of being mischaracterized. An employee who is terminated for performance problems may well remember Pete's behavior differently. "He stopped me in the hall on almost a daily basis and pressed his chest against my breasts in what he called a hug. His strong arms pinned my arms to my body. I found this very offensive but I was told by several employees that if I said anything, things would not go well for me. I was told that this was 'Pete's store' and 'no one was going to interfere.'" The reality of today's work environment demands that Pete reconsider his conduct. One claim could destroy the goodwill Pete has been trying to create."D" is most correct.