Company freed from liability in harassment case based on prompt complaint response

On June 25, 2018, the 11th Circuit held that a district court did not err in rejecting a jury verdict in favor of an employee on her sexual harassment claim and granting judgment in the employer's favor. After all, the employer took prompt remedial action by immediately instructing the alleged harasser to stay away from the employee, investigating the complaint, and then firing the accused six weeks later when an independent investigation found that he committed the harassment. This article explains the court's reasoning about why firing the harasser after a six-week investigation was deemed "prompt" enough to prevent employer liability.

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