ERIC Number: ED394563
Record Type: RIE
Publication Date: 1996-Feb
Enlightening Chairs and Deans about Liability: How To Avoid Employment Litigation.
In addition to organizational liability, deans and department chairs can be held personally liable for their actions in certain circumstances. To avoid liability from hiring and firing employees and responding to complaints of sexual harassment, the two major areas in which deans and department chairs are often involved, strategies and guidelines should be developed. Two areas of concern in hiring and firing employees are contractual issues and discrimination issues. To avoid litigation arising from a hiring situation, job-related criteria upon which to evaluate applicants must be identified. Applicants must be evaluated against the same criteria, avoiding the use of illegal factors such as race, gender, age, and disability. In addition, employment offers should be written, clearly identifying the contractual agreement. To avoid litigation arising from a firing situation, employees should be given adequate notice regarding performance and expectations and communication regarding performance issues should be documented. To avoid or minimize the liability resulting from sexual harassment complaints, the complaint and facts should be documented and treated seriously. The employee or student must be informed of the institution's sexual harassment policy and assured of an investigation. Finally, human resource personnel must be notified and appropriate corrective action must be enforced where there is evidence of sexual harassment. (TGI)
Publication Type: Opinion Papers; Speeches/Meeting Papers
Education Level: N/A
Authoring Institution: N/A
Note: In: The Olympics of Leadership: Overcoming Obstacles, Balancing Skills, Taking Risks. Proceedings of the Annual International Conference of the National Community College Chair Academy (5th, Phoenix, AZ, February 14-17, 1996); see JC 960 276.