HVBF Monthly Meeting - Human Resources Roundtable
Thursday, November 3, 2005, 8:30 AM - 9:30 AM

Host: 

The Graduate Center at Loyola College

Attendees:

Lynn Argenbright, RSM McGladery Insurance
Mary Atteberry-White, Eastern Savings Bank,
Shari Blevins, Medical Mutual Liability Insurance Society of Maryland
Diane Hill Boone, Community College of Baltimore County
Vicki Borders, Communications Electronics
Sandra Brown, Teledyne Energy Systems, Inc.
Steve Connolly, Baltimore County Dept of Employment & Training
John Davis, High Gear Training
Laura Davis, Teledyne Energy Systems, Inc.
Carol DeGroot, Atlantic Financial Federal Credit Union
Christine Eichler , PDP Group, Inc.
Jeanette Feeley, Hilb, Rogal, Hobbs
Bob Galiszewski, KAWG & F
Ann Geisinger, Benelogic, LLC
Eileen Hanley, Medical Mutual Liability Insurance Society of Maryland
Blythe Hannes, Stout, Causey & Horning
Sallie Kilbourne-Reed, Saft America, Inc.
Louise Kraus, PDP Group, Inc.
Joe Lemmon, HR Workplace Solutions
Ann Miller, Apex Clerical, LLC
Jennifer Pipino, Ultimate Staffing
James Randisi, Randisi & Associates
Andy Roberts, Gevity
Kent Smedley, Community College of Baltimore County
Jennifer Werry Stewart, Baltimore County Fire Dept.
Jim Timmerman, Miles & Stockbridge P.C.
Doris Trainor, Loyola College
Susan Vigliotti, Johnson, Mirmiran & Thompson,
Christine Walters , FiveL Company
Sarah Waranch, Thomas & Libowitz PA,
Patricia Wlodarczyk, Lee Hecht Harrison
Kellie Zysk, Ultimate Staffing

Chairperson Christine Eichler welcomed those attending and introduced Sara Waranch of Thomas & Libowitz, P.A. to lead our discussion on Sexual Harassment Investigations.

Employers may be held vicariously liable when a supervisor harasses an employee under his or her supervision even if the employer has no knowledge of the harassment or the supervisor’s actions. With this powerful statement, Sara continued by telling us about defenses that are available for employers who have prepared themselves. Reasonable care to prevent harassment is a first step. This includes written policy with clearly established procedures to investigate every claim without exception. The burden of proof of reasonable care rests on the employer. When harassment occurs worker to worker, the employer is liable if he or she knew or should have known about the harassment.

The keys to an effective defense are education, clear written policy, prompt and thorough investigation and a “what to do; step by step”. Investigate and document to protect your company.

For more information from our presenter, contact Sara Waranch at swaranch@tandllaw.com or call 410-752-2468.