In this “Me Too” era, it is logical that an
employer’s reflexive reaction to receiving
a complaint of harassment from a female
employee is to immediately fire the alleged
male harasser. However, while the employer may believe that firing the male employee
will protect the employer from a lawsuit by
the female employee, such impulsive action
without a thorough unbiased investigation
may expose the employer to a sex discrimination lawsuit filed by . . . the alleged male
perpetrator.
Read the full article by Mordy Yankovich, Esq. published in the Suffolk Lawyer here.