Our office remains open to serve your important legal needs during these turbulent and challenging times. We are happy to schedule client consultations and client meetings by telephone or video-conference at your request.
Bryan E. Kuhn
Counselor at Law, P.C.
Business & Employment Law Attorney

How should you navigate an employee harassment claim?

As your company grows, so do employee-related issues. When a  complaint includes harassment allegations, do you know what you should do?

The law takes workplace harassment claims seriously, and so should you. Take a look at how you may want to traverse this sensitive and challenging topic.

What did the employee report?

The kind of behavior reported may determine the course your investigation takes. Some of the key elements you need to listen for include:

  • Comments or behavior that illicit discomfort
  • Inappropriate physical contact
  • Interference with job performance

When an employee reports that one or all of these elements make job performance difficult, you may have a case of harassment.

Does the behavior rise to harassment?

Sexual harassment is one of the most pervasive and sensitive examples you may have to investigate. Physical contact does not have to occur for a sexual harassment claim to prove valid. Comments about a person’s appearance or questions about personal behaviors may rise to sexual harassment. If the accuser has expressed discontent and discomfort to the aggressor, and the conduct did not stop, you may have to take immediate action.

What is the appropriate action?

In a sexual harassment claim, safety needs to remain at the forefront. If an employee tries to mitigate the unwanted action and is unsuccessful, you may need to place the aggressor on temporary leave while you investigate. The last thing you want is for anyone in your workforce to feel unsafe due to a fellow employee’s conduct. You may continue investigating the claims while removing the threat, even temporarily.

Traversing a harassment claim means doing what is fair and just for your employees. Taking action to stop a possible predator from taking advantage of others may make other employees feel safe and comfortable on the job.

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“I used the Bryan E. Kuhn, Counselor at Law, P.C. team to help me with a case. They were always professional, upfront, and positive providing guidance while keeping me informed.”
– L.H.

“Everyone at the firm was professional, responsive and courteous. I would definitely recommend this firm if you are in need of superior legal assistance.”
– J.S.

“Bryan and his law firm operate with great professionalism and personal touch. I appreciated the way he and his team offered transparent communication.”
– N.S.

“The team was very professional in helping me to get through an uncomfortable ADA situation at my workplace. This was a very good legal experience. I would recommend Bryan E. Kuhn & team to anyone who needs work related legal help.”
– D.L.

“Bryan, Katie, and all the staff in this office are super fast to respond, expert in their fields, and always helpful. We have been extremely pleased with their services for our small business.”
– T.Z.

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Bryan E. Kuhn, Counselor at Law, P.C.
1660 Lincoln Street Suite 2330
Denver, CO 80264

Local: 303-424-4286
Toll Free: 866-693-5541
Fax: 303-425-4013
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