Getting It Right

The Sixth Circuit reminder on employer responses to harassment claims.

A recent Sixth Circuit Court of Appeals decision offers important guidance for employers when responding to workplace harassment complaints. In Hamm v. Pullman SST, Inc., the Court of Appeals dismissed a former employee’s claims for hostile work environment and retaliation claims, finding that the employer took reasonable, corrective action to address harassment as required by Title VII and Michigan law.

After the employee alleged harassment, the employer promptly initiated an HR investigation. The employer issued a written warning for violation of company policies, required all Detroit field supervisors to attend in-person antiharassment training, and required all employees to reread and re-sign the company’s antiharassment policy. The employer approved medical leave for the employee and offered a transfer of job sites. Eventually, the employer made the decision to terminate the employee after he rejected multiple offers of alternative assignments.

The employer’s actions were sufficient to shield from liability in this case. The key takeaway: employers are not required to prove harassment occurred, but they must act reasonably once they are on notice. For employers, the court’s decision reinforces several best practices: respond immediately to complaints, document investigative steps, apply policies consistently, and clearly articulate legitimate, non‑retaliatory reasons for employment decisions.

If your organization is navigating a harassment concern or internal investigation, the employment attorneys at Wright Beamer can help you think through the next steps and respond thoughtfully.