Third-Party Harassment: What Nonprofit Employers Need to Know

Just like any other employer, nonprofits have an affirmative duty to investigate and, when necessary, remediate discriminatory conduct if management knows, or has reason to know, that an employee is being subjected to illegal discrimination, including harassment and retaliation. 

Employers are often aware of their obligation to prevent unlawful harassment between employees in the workplace. But did you know employers may also be responsible for the acts of nonemployees? This is especially true in the nonprofit setting where a combination of employee, client, donor, and volunteer relationships can — if an organization is not careful — present unique challenges when it comes to preventing harassment.