How can employers avoid exposure for "third-party" sexual harassment claims? This is a vexing problem that requires pro-active risk management and loss control.
A small retail business in a mall in Salt Lake City, Utah, hired a developmentally disabled teenager to work in its stock room. He was able to do his job with little to no accommodation, although his supervisor noticed that the employee needed any job instructions to be repeated or written down due to his limited span of attention.
On breaks, the employee typically took his lunch at the malls food court, which was located within a few hundred yards from the employers retail store.
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