VEChannel Event Profile

Dating Policies: How to Protect Your Company After the New California Harassment Case

Business 21 Publishing invites you to attend an audio conference to explain the implications of a landmark legal decision on July 18 that will prompt all smart employers to rethink their workplace fraternization policy. The California decision, which courts nationwide are likely to follow, dramatically increases your legal exposure when employees are involved in intimate relationships. CONFERENCE TITLE : Dating Policies: How to Protect Your Company After the New California Harassment Case WHEN: Thurs, Aug 18, 2005 at 2 p.m. Eastern, 60 minutes > WHERE : In your office. You and as many colleagues as you wish are connected through your phone (or speakerphone). CONTENT: On July 18, the California Supreme Court ruled for the plaintiff in a workplace fraternization case that has huge implications for companies. If you dont have a dating policy at your company, you need to get one immediately. If you do have a policy, you need to dust it off and make sure it really protects you. The case, Miller v. Department of Corrections ,is typical in that it involved boss/subordinate intimacy. But it is unusual because the subordinate wasnt the one who filed the lawsuit. The suit was filed by two other female employees who believed the boss showed favoritism toward three women with whom the boss was overtly having affairs. The court agreed that they had claims for sexual harassment, even though they were not the target of unwelcome conduct. In the past, office dating usually meant legal risk for the company, but it was generally limited to claims by the subordinate, who might sue for retaliation if the affair ended badly. Now, the exposure from office dating extends to any employee, male or female, who believes that he or she is being treated less favorably than the bosss paramour. If that sounds like a can of worms, it is. Companies need to take action immediately to protect against legal risk. In this seminar, our speaker, Holly L. Sutton Esq., an expert on sexual harassment law, will describe an action plan you can implement today. At the end of this conference, participants will be able to: Revise company harassment policies to reflect this recent change in the law. Take steps to incorporate those changes into training programs, such as those currently required in California. Understand the privacy rights of employees, and how the employer can limit those rights where necessary. Evaluate the type of antifraternization policy that will work best for your company. Adopt appropriate disclosure forms when consensual relationships are permitted. SPEAKER : Holly Sutton, Esq., is an employment law attorney with Farella Brown and Martel, a San Francisco law firm. Prevention is an important part of her practice and Ms. Sutton has conducted dozens of training sessions on employment law for clients and industry organizations.

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