While an inquiry by the physician to an employee would probably not constitute sexual harassment if it were not persisted in after an initial refusal, the atmosphere could become permanently altered by such an overture.
The overture could arise in a legal case if the employer-employee relationship were to sour thereafter.
Action Step Physicians should not countenance unprofessional and sexually suggestive comments and memorabilia in the practice setting.
Mistake 5 Not Documenting the Reasons for Employee Termination Most states are “at-will,” which means that the employer is not required to have a reason to terminate an employee.
Persistent demands for a relationship or a date that are not favorably responded to by the employee in response to the employer are more often than not the genesis for a sexual harassment action. (©2005 SEAK, Inc.) Executive Summary Claims and lawsuits alleging sexual harassment can be among the most daunting and potentially devastating claims affecting physicians, both in their capacity as an employer and as a health care professional.Any multiemployee office should have a written employee policy handbook that includes a section on sexual harassment.They also provide pamphlets and posters to make available to employees.Any office big enough to contain a company bulletin board should have such a poster prominently displayed for the benefit of employees.