Conversations about workplace sexual harassment typically focus on cases where co-workers or supervisors harass an employee. Many of the worst cases of harassment involve groups targeting individuals or those in positions of authority abusing their power.
Workplace regulations require that businesses address all workplace sexual harassment, including harassment that may come from customers. Those working in retail jobs or in the hospitality sector are particularly likely to receive unwanted advances from customers. When mild flirting crosses the line to become sexual harassment, workers have certain rights.
The employer needs to intervene
Keeping the customer happy is important, but businesses must also prioritize consistent compliance with all relevant workplace statutes. No workers should have to endure sexual harassment as a condition of maintaining their position with a company, even if the harassment comes from customers.
Workers have the right to report the harassment they experience to their supervisor. They should receive support from the company and the manager on duty.
A manager can delegate responsibility for certain customers to other workers or assume that responsibility to protect their subordinates. In more extreme cases involving unwanted touching or repeated misconduct, employers can ban customers from the business due to their treatment of workers. Ignoring a worker’s credible report of customer harassment or punishing them for speaking up could expose the employer to liability for allowing the harassment to continue.
Employees who have lost their jobs or endured harassment on the job may have grounds for a sexual harassment lawsuit. They may need legal support while communicating with their employers, following reporting procedures or filing a lawsuit. Reviewing customer harassment with an employment attorney can help frustrated workers understand and assert their rights.