Third-Party Harassment in the Workplace: What HR Needs to Know
HR should take a proactive approach when customers, vendors, or contractors harass employees, according to Alexander Reich of Saul Ewing LLP.
Alexander Reich, a labor and employment attorney with Saul Ewing LLP, highlights that most workplace harassment policies focus on the actions of co-workers and supervisors, but harassment can also come from outside the organization.
Customers, vendors, and contractors can create unsafe environments for employees, as seen in the recent 6th U.S. Circuit Court of Appeals decision, Bivens v. Zep, Inc.
In Bivens, a saleswoman visiting a client site was invited into a customer’s office, where he made sexual advances. She declined and reported the incident to her manager, after which her territory was adjusted to avoid future contact. Later, she filed a sexual harassment claim.
- HR professionals must rethink how liability works in third-party harassment situations.
- A proactive approach is necessary to address harassment from customers, vendors, or contractors.
Author's summary: HR must address third-party harassment proactively.
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