Every savvy HR pro knows that employee allegations of sexual harassment are not to be taken lightly. Dropping the ball on conducting a prompt and thorough workplace investigation – and then taking swift remedial action if needed – can lead to big legal trouble.
But just how far does the duty to investigate and remediate go? Where is the line that gets employers into safe territory?
If the allegations in a recent case from Nebraska are true, an employer did not reach that line – and is paying the price.
Katrina Beran began working at a skilled nursing facility as a certified nursing assistant in March 2019.
About nine months later, the facility brought on another certified nursing assistant. His name was Christopher Eugene – and according to Beran and others, he caused a lot of problems for residents and female employees at work.
Soon after he began working, Eugene allegedly:
Supervisors didn’t stand idly by. In January of 2020, they reprimanded him – but for what the court’s decision called “poor performance.” At that time, they mentioned that female residents had asked that he not assist with caring for them.
They also moved him to another hall within the same facility,...
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