One might think that HR Directors, well-schooled in the anti-discrimination laws and ant-harassment laws, as well as relevant polices and training to combat acts of discrimination and harassment would know better. But, alas, taint so.


We have read a news item that an assistant superintendent for student services at a Texas school board who had previously overseen the HR department, filed a complaint with the EEOC in December against the current HR Director – for sexual harassment.  The board just entered into a settlement agreement to pay her $150,000 if she resigned. 



HR people, being people, are perhaps no less likely to get caught up in allegations of harassment or to actually harass, despite their presumed knowledge and training.  The lesson today is that there is no one in the workplace who should not be required to participate in periodic anti-harassment training and be constantly reminded of the company’s zero tolerance policy.