Employers are potentially liable for customers’ harassing behavior

Typically, harassment claims involve allegations that an individual has been harassed by a coworker or supervisor. A recent case involving an Illinois casino demonstrates the importance of employers guarding against potential harassment by non-employees as well.

Cornered at the beer tub

Laura Wong worked as a beverage server at Rivers Casino in Des Plaines, Illinois. As provided by state and federal law, Rivers Casino had a harassment policy prohibiting harassment of its employees by coworkers, supervisors, and third parties.

Wong worked at one of the casino’s beer tubs, which was a stand-alone beverage station located in the middle of the gambling area.

Over the course of eight days, Wong complained she had been harassed by patrons on five different occasions: