Take for example, the case of Louis Oblea Jr. Oblea was a young loan officer for First Mutual, a New Jersey Corporation. After working for a couple of months, a woman, whom had nicknamed herself the ‘Pagan Princess,’ began groping Oblea and inserting sexual innuendo into their conversations. Oblea reported the Princess’ behavior to his supervisors to no avail. A few months later Oblea logged into his email and found two wildly inappropriate pictures from the Princess in his inbox. Again, Oblea reported the incident to his boss. His supervisors again took no action, but this time the Princess caught wind of Oblea’s complaints and sent Oblea a threatening email. A few weeks after this incident, Oblea was fired even though he had just received an excellent review from his manager. Oblea went to the EEOC and filed a harassment suit against First Mutual.
What does this all mean for businesses in Massachusetts? Ensure that your sexual harassment policies include a prohibition of sexual harassment perpetrated against both men and women. Ensure that all of your employees are aware of your sexual harassment policy, and further, ensure that they are abiding by it. Take claims by male employees seriously and address them just as you would if a woman were making the same claim.