EEO Consultants Inc From the desk of Cindy Mattson eeoconsultants eeoconsultants com EEO Sexual Harassment Prevention Training On Site Online Regularly Scheduled Webinars from ou

							EEO Consultants, Inc.
From the desk of Cindy Mattson, eeoconsultants@eeoconsultants.com
    - EEO & Sexual Harassment Prevention Training
    - On-Site, Online, Regularly Scheduled Webinars from our Website
    - Affirmative Action Programs, OFCCP Compliance Reviews & Audits
    - Workplace Discrimination Grievance Investigations, EEO Policy Reviews



EEO UPDATE 1126: Problem: Liability for Workplace Harassment Can Occur Without Management's
Actual Knowledge: A recent consent decree will require that Hamilton Sundstrand, a Connecticut based
United Technologies Corporation subsidiary, pay $1.25 million for harassment of twelve Hispanic employees
who were allegedly harmed by the conduct at its Grand Junction Colorado facility.                    (See
http://eeoc.gov/press/5-20-05). The lawsuit charged that Hispanics in the manufacturing plant were subject
to a hostile work environment based on their national origin. Besides having to pay the aforementioned
settlement award, the company will also be required to:

 Train all employees, supervisors, managers and human resources staff on anti-discrimination laws
 Assign compliance duties to a designated EEO Officer to oversee investigations of complaints and
  retaliation
 Review and revise policies in dealing with EEO issues

Solution: Organizations Must Have a Formal Grievance Procedure for Filing EEO Complaints: Most
liability related to EEO issues in the workplace is associated with the mishandling of EEO issues at the front
line supervisory level. If a court or jury determines that the organization "knew or should have known" that
the harassment had taken place, it may be inferred that the organization had "constructive knowledge" even
where senior management was never informed. Train supervisors who oversee daily operations on the
basics of EEO and how to handle a complaint if brought to their attention. Teach them to bring it to Human
Resources immediately even when they believe it is just an employee conflict and not a legal issue. That
way, all decisions on how to handle these issues can be made together as a team and supervisors do not
have to make the decision on their own, potentially limiting such liability.

Some of our Clients
- State of Florida Dept of Transportation                                     - All American Semiconductor, Inc.
-Statewide Guardian Ad Litem Office                                           - Veterans’ Affairs & Indian Health Services
-ACLU                                                                         -Fairchild Semiconductors
- Bank United                                                                 -Concurrent Computer Corporation
- VITAS Hospice Services, L.L.C.                                              -Miami Children's Hospital

This article may be reproduced unedited in your company publication and may also be passed on to others. Please cite the source as Cindy Mattson, President,
EEO Consultants, Inc. You may subscribe or unsubscribe to this list by writing "subscribe" or "unsubscribe" in the subject line and emailing to
eeoconsultants@eeoconsultants.com . This article is not intended to be used as legal advice.

Cindy Mattson, J.D., President
EEO Consultants, Inc.
Phone: 954-832-0546
Email: eeoconsultants@eeoconsultants.com
Website: www.eeoconsultants.com