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This is exactly why sexual harassment and rapes are so under reported.
The Supervisor - if aware should be fired. The employees who participated should be fired. If the lady lied - she should be fired.
There's no reason to compensate anyone if it didn't happen - was anyone docked pay ?
There is a difference between boorish behavior and sexual harassment, and that line is more often than not in the ear of the hearer.
Her complaint described in detail behavior that I think was clearly sexual harassment. However, if not true, then the accused have been dragged through the mud unjustifiably.
If partially true (let's say some of the jokes or crude comments were actually made) it becomes a question of degree. A few off-color jokes don't amount to sexual harassment or grounds for firing.
Certainly, the employer should take complaints about boorish behavior seriously and then reprimand and correct the objectionable behavior, but the first response to an off-color joke is not "your fired."
And her credibility was at issue as well:
Quote:
Earlier this year the state Division of Human Rights ruled against Sprada, citing evidence that it said showed she often participated in sexual discussions with co-workers and had kissed a co-worker at the center of the complaint.
Does our town record employee complaints as they happen so we have record of them?
Their HR department should be having the complainant write a statement of the complaint. If there were witnesses to the alleged behavior, there should be statements from them as well and also a statement from the accused. IMHO, there should always be documentation of any sexual harassment complaint and the results of their investigation kept in the HR office.