- Дата: 24-09-2024, 18:24
If the harassment continues, the supervisor’s failure to act is likely to topic Crossroads to legal responsibility as a result of Tristan’s conduct is extreme or pervasive and based on religion, and Crossroads failed to take corrective action within its management after Julia reported the harassment. As defined more totally beneath, whether or not vicarious legal responsibility applies is dependent upon the employment status of the harasser (i.e., a supervisor or coworker), whether or not a tangible employment action was the results of the harassment, the employer’s insurance policies, whether or not the employer was conscious or ought to have been conscious of the harassment, and what action, if any, the employer took when it realized of the harassment. The extra severe the harassment, the much less often the incidents must recur. 2) knew or ought to have identified about the harassment, and didn't take prompt and acceptable corrective motion. If the harassment by such a supervisor doesn't lead to a tangible employment motion, the employer can try and prove, as an affirmative defense to liability, that: (1) the employer exercised affordable care to forestall and promptly appropriate any harassing behavior, and (2) the worker unreasonably failed to take advantage of any preventive or corrective alternatives offered by the employer or to otherwise keep away from harm.