аЯрЁБс>ўџ &(ўџџџ%џџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџьЅС5@ №ПчbjbjЯ2Я2 "­X­XчџџџџџџˆАААААААФ      Фрю88888_aaaaaa$ЮR N…АЫЫЫ…АА88лšѓѓѓЫ А8А8_ѓЫ_ѓ$ѓАА8, €‚–GЦУ е _А0рn п n ФФААААn АH'ѓ5 AŠ……ФФФˆ„щ ФФˆEEO UPDATE LETTER 1103 SEXUAL HARASSMENT OF MALE EMPLOYEES SUFFICIENT NOTICE THAT SUPERVISOR MAY ALSO HARASS FEMALES: The California Court of Appeals recently affirmed the trial court’s verdict awarded to a female employee who accused her female supervisor of sexual harassment Drummer v. San Francisco Housing Authority, No. A101251, 2003 WL 22391173 (Cal. Ct. App., 1st Dist. Oct. 21, 2003. The Plaintiff said her supervisor allegedly called her "baby" or "honey," “hugged her, commented on her body, showed her images of sexual acts on Huggins' computer, bought her gifts, and attempted to kiss her”. When the Plaintiff complained to management, the supervisor was transferred to another facility, but confronted the Plaintiff on several occasions despite being instructed to stay away from her. The agency appealed the verdict alleging the trial court erred by allowing testimony from two male employees who claimed the Supervisor harassed them as well. The Court of Appeals said there was no error since the testimony was “sufficiently similar” to the harassment alleged by the Plaintiff and the testimony also provided evidence to support the Housing Authority’s failure to conduct an adequate investigation into the allegations. LESSON: HARASSMENT NEED NOT BE MOTIVATED BY SEXUAL DESIRE TO SUPPORT DISCRIMINATION BASED ON GENDER: In the foregoing case the Court stated that it was not necessary to rule as to whether the sexual advances were truly sexual in nature, nor whether the defendant was a lesbian. The lack of an adequate investigation after all three of the harassment allegations and lack of corrective efforts provided enough evidence to support liability. ACTION PLAN: DRAFT ANTI-HARASSMENT POLICIES CAREFULLY: Include same-sex harassment as part of your company’s anti-harassment policy and conduct prompt thorough investigations after all accusations in order to protect both the grievant and the alleged harasser. Also, take disciplinary action every time there is a finding of misconduct. *uw B r t ‹ " 6 B z š M ` ’ œ и й і ? 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