What financial planners need to know about sexual harassment

The world of financial planning has not been immune to the sexual harassment firestorm. Exposure to claims of sexual harassment against financial planners as employers varies considerably, depending on the state in which the business is conducted and the size of that business. Under federal law, sex...

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Bibliographic Details
Published in:Journal of financial planning (Denver, Colo.) Colo.), 1997-10, Vol.10 (5), p.103
Main Author: Cronin, Frank
Format: Article
Language:English
Subjects:
Civil rights
Court decisions
Employees
Employers
Employment
Employment policies
Financial planners
Guidelines
Law
Legislation
Liability
Sex crimes
Sex discrimination
Sexual harassment
Supervisors
Torts
Work environment
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Summary:The world of financial planning has not been immune to the sexual harassment firestorm. Exposure to claims of sexual harassment against financial planners as employers varies considerably, depending on the state in which the business is conducted and the size of that business. Under federal law, sexual harassment is prohibited by Title VII of the Civil Rights Act of 1964. But this act applies only to employers with 15 or more employees who are regularly employed for 20 weeks or more a year during the time when the alleged discriminatory act occurs, or in the prior year. Under state law, the threshold for coverage by state antidiscrimination and human rights laws varies widely. Two types of sexual harassment has been identified: 1. quid pro quod harassment, and 2. hostile work environment. The best cure for sexual harassment is prevention. The foundation for avoiding sexual harassment liability is to promulgate a policy, take claims seriously, and discipline appropriately in every situation.
ISSN:1040-3981