Dear Imaging Center Insider,
Off-color jokes about former U.S. presidents aside, there’s really nothing funny about sexual harassment. When it occurs, it’s a pernicious blight that tarnishes a workplace, and severely impacts a practice’s financial well-being.
However, when a sexual harassment claim is filed against an employer in response to a poor performance review, disciplinary action, or termination, or merely out of spite, it’s not just the employer who has to bear the costs of defending a frivolous claim: real victims of harassment risk having their legitimate complaints being trivialized in response.
Attorney Janel Ortengren recently examined how radiology practices can implement policies that diminish their sexual harassment liability at an American Healthcare Radiology Administrators conference in Florida. Her plan of action is our featured story in this issue of the Imaging Center Insider.
Ortengren recommends that practices maintain a zero-tolerance policy toward harassment and discrimination of any kind in the workplace. But that’s just the start of what a practice should do to shield itself from liability. For the whole story, go to http://www.auntminnie.com/default.asp?Sec=sup&Sub=imc&Pag=dis&ItemId=59654. As an Insider, you have access to this article before it is published for the rest of our members.
If you have a comment or story to share about any aspect of radiology management and administration, please contact me at [email protected]. I look forward to hearing from you.
