Nudity in the workplace

Added: Joshue Dillard - Date: 14.03.2022 06:58 - Views: 32360 - Clicks: 2463

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View All. As sales increased, I realized the importance in protecting our name and logo. That is when I contacted Felhaber Larson for advice. Their trademark attorneys carefully explained the process and the costs. They followed through every step of the way. I am very pleased with Felhaber Larson and highly recommend them. An employee had a decidedly chilly response to some nude scenes on the Netflix program showing on the break room TV. When she noticed nudity on the screen, she demanded that the show be turned off.

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After a brief disagreement, the show was eventually turned off and Sims left the break room, only to find the show back on when she returned. Sims had ly claimed that she twice overheard coworkers having conversations where they used euphemisms for their genitals. Sims reported both incidents and in each case, a manager instructed the employees making the comments to discontinue such behavior.

Sims complained to several managers about the TV incident, leading them to disconnect and remove the streaming device that provided the access to Netflix on the lounge television.

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Nothing actually happened the next day but on the following workday, Sims heard that other employees were angry with her and had threatened her. Sims reported the alleged threats to her supervisor, who responded with suggestions on how she could stay safe. Sims was placed on administrative leave until she felt safe to return to work.

After holding her job open for her for several months awaiting her return, Metro Transit finally terminated Sims, prompting her to sue in federal court for sexual harassment, retaliation, and negligent infliction of emotional distress. Metro Transit moved for summary judgment early dismissal.

Moreover, Sims could not demonstrate that Metro Transit failed to take prompt remedial action when she complained, especially since her managers responded to the complaints and immediately undertook effective remedial action. Without a causal connection between the complaints and the termination, the retaliation claim was not viable. Judge Magnuson ruled, however, that Sims did not establish she was within a zone of danger of physical impact. He also concluded that the threats allegedly made by her coworkers could not be attributed to Metro Transit and that those threats were insufficient to pose any real risk of danger to Sims.

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The first piece of advice is easy — no nudity on the workplace television or anywhere else on the premises. In addition, take immediate action to address the behavior. Some employers might have been tempted to just tell the employees not to let this happen again and leave it at that. Metro Transit did the right thing by taking the complaint seriously and addressing it properly. That was a prime example of how to respond effectively to a sexual harassment complaint.

Search for: Employee Bares Her Feelings Sims had ly claimed that she twice overheard coworkers having conversations where they used euphemisms for their genitals. Bottom Line The first piece of advice is easy — no nudity on the workplace television or anywhere else on the premises.

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Nudity in the workplace

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Is Nudity on TV in the Work Lounge Sexual Harassment?