According to Daniel Schwartz’s Connecticut Employment Blog, a new decision by the Connecticut Supreme Court suggests that employers have the right to fire sexual harassers in the workplace. But does it also mean that any action short of termination is not enough?
The case involved a fired state employee and the Supreme Court upheld his termination, in part noting that the state has well established laws and public policies against sexual harassment in the workplace. The court deemed this case particularly egregious and therefore meriting termination.
But Schwartz raises the question of how an employer can determine which cases require termination and which do not. And could an employer be exposed to liability if a known harasser is not fired?
Read Schwartz’s blog, which includes a link to the court’s decision.
