Employers may be held responsible for the misconduct of their employees. Known as vicarious liability, this legal principle applies when an employee files a discrimination claim as the result of an offensive instant message sent by another employee. However, if an employer makes reasonable efforts to prevent a hostile work environment through IM policy, training, and enforcement, then the bad acts of one rogue employee may not be attributable to the employer, and the organization may have a defense against sexual harassment or hostile work environment liabilities. [5]
[5]Ibid.