Learn What an Employer’s Role is in Protecting Their Employees
Whether they feature police confrontations or scenarios in stores or restaurants, it seems like recordings of ominous incidents regularly go viral lately. On example is an attorney from New York City who shouted at two deli workers in Manhattan for speaking Spanish and threatened to summon immigration to the establishment if they continued to do so.
For many workers, this prompts a crucial question: What responsibility do businesses have to shield their staff from harassment? Although the individual in question in this instance targeted workers based on their supposed immigration status and country of origin, other forms of harassment and discrimination are common in American workplaces. Is it the duty of employers to prevent discrimination in the workplace?
Keep reading to get the answer. If you believe you have been the victim of harassment at work, contact PLBH at (800) 435-7542 to learn how we could help.
Workplace discrimination
When a customer requests that a person of a certain race or national origin not serve or treat them, it is one of the most frequent instances of workplace discrimination. Such an incident was recently captured on camera in a hospital in Canada, where a furious mother complained that a white doctor was the only one who could see her son.
Employers can act in numerous ways when they discover their employee is being harassed or discriminated against
There are numerous actions a company might take to correct the problem if it learns that one of its employees is the victim of discrimination or abuse. Importantly, it is the employer’s duty to respond quickly to remedy the issue once it is aware of a customer’s harassment or discrimination.
To completely cut off the customer is one alternative. Removal could not be possible in the case of hospitals and other medical care institutions. Employers in restaurants and retail establishments, however, have the right and obligation to eject patrons who treat personnel unfairly.
Another option would be to expel the client from the business if the employer found out about the circumstance after the fact. The deli might merely declare that the attorney in question is no longer welcome due to his mistreatment of its staff in the example mentioned above.
When a customer enters the building, the business may follow them if it determines that it cannot afford to lose that customer’s business and that it cannot prohibit or expel the offender. The business relationship would still be maintained while any harassing behavior would be corrected.
An employer becomes liable when they become aware of the situation
Importantly, the business is now liable for the customer’s actions once it learns that they are discriminating against its employees. The employee may be able to sue the corporation in the event that the employer does nothing. This is especially true if the employer complies with the client’s requests, such as by allocating only individuals of a particular race or national origin to work with them.
What to do if you have been the victim of harassment at work
Employees who have experienced discrimination may also have legal recourse if their company takes adverse action against them, including dismissing them. If you have experienced harassment or discrimination at work and want to know your rights, a knowledgeable employment lawyer can assist you in making a decision about how to continue.
Make sure to notify management or human resources as soon as possible if a client at work is harassing you or acting unfairly toward you. A knowledgeable employment lawyer can assist if your employer does nothing.
PLBH works with clients to ensure that they get the best outcomes possible. Call (800) 435-7542 or send an email to info@plblaw.com to schedule a consultation and find out more about how we can assist you in obtaining justice.