|Dec. 17, 2018 | www.fisherphillips.com|
“Claims of sexual harassment typically involve the behavior of fellow employees. But not always.” So begins a recent opinion from the 5th Circuit Court of Appeals that illustrates the dangers of failing to take an employee’s complaints of harassment by a patient seriously. In its opinion, the court reminds employers of Title VII’s mandate that they take reasonable steps to protect employees once they know that the employees are subject to abusive behavior. An employer’s failure to do so could allow an employee’s claim to proceed to trial.
Women deserve the same compensation for doing the same work as men. The concept is simple and fair: equal pay for equal work. It is also the law.
A few months ago, the Supreme Court ruled in a 5-to-4 decision that class action waivers in employment arbitration agreements do not violate the National Labor Relations Act and are, in fact, fully enforceable. The decision solidifies a practice that has long been utilized by employers—including many of those in the healthcare sector— and effectively blocks the National Labor Relations Board’s initiative to invalidate such waivers. What do healthcare employers need to know about the decision in order to best capitalize on the current situation?