Prompt and reasonable investigations into allegations of sexual harassment are a key part of saving an employer from liability. John Rodgers of Bradley Arant Boult Cummings examines the point by drawing on a recent case from the Tennessee Court of Appeals.
In Bazemore v. Performance Food Group, the plaintiff filed a hostile work environment claim against her former employer. Patricia Bazemore had secretly recorded portions of two incidents of a co-worker making inappropriate remarks to her. When she contacted the human resources department with the complaints, they “sprang to action,” says Rodgers. However, she never gave the HR director the audio recordings, nor did she reveal they existed.
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