Your human resources director has brought you a tough one: one of
your sales employees has complained that her Sales Manager harassed
her sexually, and had made disparaging racial remarks about a
customer. You're stunned because the manager has been a good
performer, generating good numbers and seems like a real straight
arrow guy. What do you do?
Blog About: Investigating Claims of Harassment.
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Related Articles
EEOC suit claims sex discrimination
EEOC sued K-Designers on Tuesday claiming management subjected a sales manager to unlawful sex discrimination and retaliation for complaining about sexual harassment by her branch manager.
The alleged discrimination included denying the sales manager training and staff, attempting to isolate her from other employees, placing her on disability leave when she was able to work, and ultimately terminating her.
[Press release]
EEOC Serves Up A Heap Of Trouble At Cracker Barrel.
Last March, Cracker Barrel restaurants, a well-known chain known for folksy charm, agreed to pay $2 million to settle a class action workplace discrimination lawsuit brought by the Equal Employment Opportunity Commission (EEOC) on behalf of 51 individuals. All are current or former employees of three Cracker Barrel restaurants in Illinois. Some claimed that they were sexually or racially harassed, others that they were retaliated against after they complained to management about the harassment. EEOC v. Cracker Barrel.
EEOC sued a Jack in the Box franchisee December 22, claiming it allowed a manager to sexually harass female employees under his supervision.
EEOC claims the harassment included frequent remarks about female employees’ anatomy and unwelcome sexual advances and innuendos.
[Press release]
Starbucks Settles Sexual Harassment Lawsuit Filed By Teenager
Coffee giant Starbucks settled a sexual harassment lawsuit filed by a teenager who claims she was subjected to sexual harassment by an older manager. The settlement comes less than a month before the sexual harassment trial. The settlement amount is unknown at this time as the parties signed a confidentiality agreement as part of the settlement which is common. The lawsuit alleged Kati Moore who was sixteen at the time she was working at Starbucks was sexually harassed by her manager and he attempted to have sex with her. Moore complained about the sexual harassment but Starbucks did not stop the harassment.
Moore's case was featured on t...
Companys Prompt Reaction to Noose Precludes Liability for Racial Discrimination.
When an individual claims to have been racially harassed by co-workers, he or she must show that the employer was negligent either in discovering or remedying the harassment. An employer can avoid liability for co-worker harassment if it takes prompt and appropriate remedial action that is likely to prevent the harassment from recurring. Recently, the 7th U.S. Circuit Court of Appeals analyzed specific actions taken by a company after a noose was found hanging in a workplace, and found those actions to have been sufficient to uphold summary judgment in the companys favor.
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