This means that an employee today cannot be fired for filing a harassment claim with the government, even if the claim turns out to be false.
However, laws also protect employers from being victims of false sexual harassment claims.
Options include, but are not limited to: If a decision is not reached by the end of the thirty-day period, the department head, or next level of administrator, will resolve the situation. Employees are encouraged to socialize and develop professional relationships in the workplace provided that these relationships do not interfere with the work performance of either individual or with the effective functioning of the workplace.
Employees who engage in personal relationships (including romantic and sexual relationships) should be aware of their professional responsibilities and will be responsible for assuring that the relationship does not raise concerns about favoritism, bias, ethics and conflict of interest.
If such a relationship currently exists or develops, it must be disclosed: C. When employees interact with students, staff are in a position of trust and power.
This is because in the past, harassment claims tended to go unreported due to a fear of retaliation by a boss or another worker.
Efforts by employees to initiate these relationships are also prohibited.
Violations of this policy by an employee is grounds for the Performance Management process, up to and including discharge.
Currently, firing an employee for filing a harassment claim is illegal under employment laws.
This is called "retaliatory discharge" or "retaliatory firing" and is considered to be illegal.