@oldfort Great. I would not mind accelerating the three strikes if the opportunity arose.
It’s possible he could be a known problem already. The union is kind of a double edged sword I would think when it comes to this stuff and could serve to protect the harasser vs an “at will” employment situation whereby the employer could jettison an employee more easily. The “3 strike” thing is kind of ridiculous depending on the extent of the harassment. I could see one warning being given. I think 2 is 1 too many.
@doschicos I think 3 is a lot also which is why I wouldn’t mind if their wasn’t an opportunity to get two at once. We’ll ser how this works out with the union.
When it comes to this kind of thing, many companies have zero tolerance if the complaint can be substantiated.
I’m an employment lawyer. Under the law, there is no “three strikes” requirement. Harassment is harassment. You just have to show the harassment. A couple obnoxious remarks by an employee doesn’t put the company on the hook if they address it and take action, but failure to handle it will. Also, the company can’t retaliate against the complaining employee or that is an even worse offense.
Publicly traded companies only have to disclose “material” complaints or pieces of litigation. The average EEOC charge which turns into a lawsuit settles for very low $$$ and is not material to many companies. If the EEOC is coming after you as opposed to the employee, then it would be disclosed, but that happens in only the smallest percentage of claims.
@MomofWildChild - thanks for the clarification on the “material” complaints piece. I had fear of God put into me on how to handle complaints as a manager.
My daughter was being harassed by the cook at her job. She told the boss and nothing really happened because the boss didn’t want the cook to quit. So she came to the realization that she’d have to take matters into her own hands. So one day he did or said something (I forget the exact thing he did/said) and she slapped him across his cheek in full view of customers (he did what he did in front of customers, so she felt that it was fine to respond in front of those same customers. He was super embarrassed and never again did/said anything inappropriate to her. So, it was quite effective.