H-P's board conducted an internal probe that concluded Mr. Hurd didn't violate the company's sexual-harassment policy.
The company disputes her version of events and says it "has a strong anti-discrimination and anti-harassment policy".
If the company has a sexual harassment policy, they should make it clear they understand the rules.
Some employers' representatives welcomed the rulings because they at last spelled out a defence against harassment suits, namely a strict and strictly enforced anti-harassment policy.
The firm said it had also investigated "a claim of sexual harassment" against Mr Murthy and found that he had not violated the firm's harassment policy.
The investigation showed that Mr Murthy had violated iGate's policy by failing to report his relationship with the employee, although he did not violate iGate's harassment policy, the statement added.
And yet the rulings also made it easier for plaintiffs to sue by putting the burden of proof squarely on employers, and failing to say what is a reasonable anti-harassment policy.
H-P found that Mr. Hurd didn't violate the company's sexual harassment policy but determined that he violated its code of business conduct, including inaccurate expense reports that appeared to conceal a personal relationship with Ms. Fisher.
While I recommend developing an employee handbook, at the least you should have a short written document that outlines your general work policies (such as your antidiscrimination and harassment policy), and be sure to have employees read (and sign) that document when they are hired.
West had also accused the men of abusing their power, and ordered all soldiers to undergo sexual harassment training so they could learn the Army's "zero tolerance" policy towards sexual harassment.
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