El Tribunal Supremo de Nueva Jersey acaba de dictaminar<\/a>\u00a0que incluso unos cuantos comentarios ofensivos podr\u00edan ser suficientes para crear un entorno laboral hostil.<\/p>\nLa responsabilidad del empleador por comentarios ofensivos<\/h2>\n
El caso involucraba a un trabajador hispano que afirm\u00f3 que su supervisor le dirigi\u00f3 insultos racistas muy ofensivos en dos ocasiones durante su empleo. Tras ambos incidentes, el empleado inform\u00f3 de los hechos al Director de Servicios Humanos.<\/p>\n
Sin embargo, la empresa no tom\u00f3 ninguna medida, y finalmente el supervisor despidi\u00f3 al empleado alegando un desempe\u00f1o deficiente.<\/p>\n
El empleado present\u00f3 una demanda alegando que las declaraciones del supervisor y la inacci\u00f3n de la empresa hab\u00edan creado un ambiente laboral hostil. Si bien el acoso se limit\u00f3 a dos incidentes, los insultos raciales fueron suficientemente ofensivos para manchar futuras interacciones con trabajadores hispanos en la empresa.<\/p>\n
Y el hecho de que los insultos provinieran del supervisor directo del hombre los hac\u00eda a\u00fan m\u00e1s ofensivos.<\/p>\n
El Tribunal Supremo del estado determin\u00f3 que los detalles del caso corroboraban la acusaci\u00f3n del hombre de un ambiente laboral hostil y violaban la Ley contra la Discriminaci\u00f3n de Nueva Jersey.<\/p>\n
\u00bfQu\u00e9 significa esto para los empleadores y los trabajadores de Nueva York?<\/h2>\n
Si vives o trabajas en Nueva York, este caso a\u00fan puede afectar a ti. La decisi\u00f3n env\u00eda un mensaje de que la hostilidad no tiene que ser constante para violar los derechos de un empleado. Y deber\u00eda recordar a todos los empleadores que responder de manera adecuada a las acusaciones de hostilidad es tan importante como prevenir esas situaciones en primer lugar.<\/p>\n
Los empleadores pueden revisar sus pol\u00edticas de formaci\u00f3n de los directivos, informar sobre casos de acoso y responder a las quejas para garantizar que cumplen con las leyes estatales y federales.<\/p>\n
Ning\u00fan empleado deber\u00eda tener que lidiar con un\u00a0ambiente laboral hostil<\/a>. Sin embargo, si se producen conductas inapropiadas, los empleados deben saber que tienen derechos para presentar una queja. Y los empleadores deber\u00edan actuar r\u00e1pidamente para investigar y poner fin a cualquier acoso ilegal.<\/p>","protected":false},"excerpt":{"rendered":"Cases of workplace harassment typically involve pervasive, ongoing misconduct. However, any comments, actions or threats that create a hostile work environment can be the basis for a legal claim. And the\u00a0New Jersey Supreme Court just ruled\u00a0that even a couple of offensive comments could be enough to create a hostile work environment. Employer liability for offensive […]<\/p>\n","protected":false},"author":5,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"page_builder":"","footnotes":""},"categories":[6],"tags":[],"class_list":["post-628","post","type-post","status-publish","format-standard","hentry","category-employment-law-for-employers"],"acf":[],"yoast_head":"\n
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