Posts Tagged ‘Abusive Behavior’
NYC Steakhouse Makes Huge Payout to Settle Male-on-Male Sexual Harassment
November 15th, 2012
Posted in Sexual Harassment News
New York, NY- A Manhattan steakhouse has agreed to pay $600,000 to settle allegations that a male manager sexually harassed close to two dozen male waiters, according to the Equal Employment Opportunity Commission.
The lawsuit against Sparks Steak House stated that over an eight-year period a male manager repeatedly grabbed the buttocks of 22 men on the wait staff, along with making unwanted sexual comments. The manager also attempted to touch some the men’s genitals.
Even though many of the men approached the restaurant’s manager about the abusive behavior, the EEOC alleged that no one took steps to end the harassment.
In addition to paying the men $600,000, Sparks Steak House is also required to institute a sexual harassment and anti-discrimination training program and must establish a hotline for employees.
Over the past few years, the EEOC has seen a decline in the overall reports of sexual harassment, but reports of male-on-male harassment have increased by 16 percent.
The decrease of reports would indicate that sexual harassment is no longer a major issue in the workplace, but this may not be the case since many women ignore the misconduct for fear they will not be taken seriously or will be fired. This also applies to men.
No one, male or female, should have to tolerate this abuse, but when their superiors refuse to take action, the victims must turn to a New York sexual harassment lawyer to put a stop to the unwanted behavior. With the help of a skilled attorney those who have faced discrimination, harassment and retaliation can pursue a financial settlement for lost wages and emotional distress.
Three West Coast Farms Face Sexual Harassment Lawsuits
October 15th, 2012
Posted in Sexual Harassment News
Seattle, WA- The EEOC has filed three sexual harassment lawsuits against three farms in Oregon, and Washington on behalf of workers who claim they were subjected to range of abuses which include male-on-male sexual harassment, inappropriate touching and retaliation.
River Point Farms in Oregon is one of the farms facing a lawsuit. A female employee stated that one of her managers subjected her to sexually charged comments and was told she should be submissive to her husband. The manager actually encouraged the husband to murder his wife, which he eventually attempted, resulting in his arrest. The manger blamed the female employee and fired her.
Another farm in Washington, National Food Corporation, which sells eggs on the West Coast and in East Asia, was also hit with a lawsuit because of the abusive behavior of one of their managers. At one their farms, a manager allegedly touched female employees and requested sexual favors. When the women complained about the behavior they were fired.
Women are not the only victims of sexual harassment; one make worker for Roy Farms also filed a suit after he was sexually harassed by one of his male supervisors. The abuse included unwanted touching and sexual comments. The man reported the incidents, but his employer took no steps to correct the problem.
Sexual harassment in the agriculture business is a serious problem. In recent months, other farms have been sued for allowing a hostile work environment. A recent report from Human Rights Watch showed that workplace abuse is very common in the agricultural business where many of the workers are immigrants.
Although, the EEOC is capable of winning a settlement on behalf of the people they represent, people often decide to hire sexual harassment attorneys to maximize the settlement amounts they receive.
Santa Ana Councilman Accused of Sexual Abuse
July 6th, 2012
Posted in Sexual Harassment News
SANTA ANA – A Santa Ana councilman has been accused of sexual harassment.
A former county administrator has filed a claim alleging that at least seven women on government property were sexually harassed over a period of eight years.
Carlos Bustamante, the Santa Ana councilman and a former administrator in the Public Works Department, was charged with 12 felonies, including stalking, attempted sexual battery by restraint and six counts of false imprisonment.
Board of Supervisors Chairman John Moorlach has planned on terminating Tom Mauk and appointing an interim county executive officer while the allegations are investigated.
“We just need some time for the five of us to discuss personnel matters,” said Moorlach.
According to prosecutors, Bustamante used his position of power in the Public Works Department to sexually harass the victims. He has been accused of luring women into his office under the pretense of discussing work-related matters, and then groping them, kissing them, or engaging in other sexually abusive behavior.
Prosecutors said they will continue the investigation to uncover if anyone in the county government was aware of the sexual harassment.
“We will be talking to everyone who will be able to shed light on these questions,” said Dist. Atty. Tony Rackauckas.
Sexual harassment can be anything from a general lewd comment to an overt physical attack. Regardless of what the incident entails, all sexual harassment acts violate a person’s rights. If you or someone you know has been subjected to sexual abuse, turn to a leading sexual harassment lawyer to ensure the behavior stops immediately.
Sexual harassment attorneys do whatever it takes to ensure the perpetrator is held liable for their actions. They will also make sure you obtain compensation for your pain and suffering. Schedule a consultation with a sexual harassment lawyer today.
Nebraska Workers Can Stop Harassment and Discrimination
June 7th, 2012
Posted in Sexual Harassment News
Nebraska- When you go to work every day you have the reasonable expectation that we won’t be harassed or discriminated against. But many men and women are subjected to sexual harassment and discrimination while on the job and find that stopping the harassment may require legal assistance.
Sexual harassment is a major problem in the workplace, not only is detrimental to every employees but it is also illegal. This behavior often entails unwanted comments and touching that are sexual in nature. A co-worker may make comments about your body or solicit you for sex. Sometimes what may seem like a simple joke or innocuous comment makes the workplace feel hostile.
People who are sexually harassed often face emotional distress and just want the abusive behavior to stop. They must first inform a supervisor of the behavior. And this is what many people do only to find that no action against the harasser is taken. This is when the harassed person must turn to a Nebraska sexual harassment attorney.
Some employers don’t take allegations or harassment and discrimination seriously. In many situations the accused faces retaliation for reporting this misconduct. Instead of punishing the harasser, employers solve the problem by firing the accuser. This is a violation of federal law and a sexual harassment lawyer can make an employer take responsibility for their actions.
If you have been sexually harassed or discriminated against, you may be eligible for compensation. When you have a Nebraska sexual harassment attorney working on your case, you can have the confidence that you will win a fair and just settlement.
How to End Sexual Harassment in New Hampshire
June 7th, 2012
Posted in Sexual Harassment News
New Hampshire- In spite of the laws, many people in New Hampshire go to work only to be subjected to sexual harassment a. This makes the employee feel so uncomfortable their productivity is affected and they may feel abused.
A person who makes unwanted sexual comments about a person’s body or touches someone inappropriately is creating a hostile work environment. This affects everyone in the workplace and makes employers vulnerable to litigation.
There are steps an employee can take to end sexual harassment. This first step an employee can take is to address the harasser and ask them to stop. Of this is ineffective then harassed person must report the behavior to a supervisor. It is then up to the supervisor to take the appropriate actions and discipline the offender. But many harassment victims take this step with no results.
When an employer does not stop the abusive behavior, the harassed individual can then turn to a New Hampshire sexual harassment attorney.
There are many cases where an employer retaliates against the reporting employee either because they don’t believe the allegations or think the harassment victim is making frivolous accusations. Retaliation can include firing the accuser or denying them raises, hours or promotions. This is intolerable and sexual harassment lawyer can hold an employer accountable for these actions.
You don’t have to tolerate sexual harassment but putting an end to may require legal action. A New Hampshire sexual harassment lawyer can stop harassing behavior and can seek compensation on behalf of the victim. They are capable of winning large settlements for the individuals they represent.
College Students in Mississippi Don’t Have to Tolerate Sexual Harassment
June 5th, 2012
Posted in Sexual Harassment News
Biloxi, MS- Most people are aware that sexual harassment is a fairly common occurrence in many workplaces, but they don’t realize how common the behavior is on college and university campuses. Roughly, 62 percent of women at institutions of higher learning have stated they have been subjected to sexual harassment by their fellow students.
Employees and students don’t have to tolerate harassment. They can take steps to not only end the abusive behavior, but also seek compensation. When a person contacts a Mississippi sexual harassment lawyer, they will the advice they need to stop their harassment.
One of the most prevalent types of abusive behavior that students and workers face is quid pro quo harassment. This type of harassment occurs when a person with a powerful position, such as a teacher of supervisor makes request for sexual favors in exchange for a good grade or a promotion.
But people who hold high positions are the only ones, who can engage in sexual harassment, fellow students and co-workers can also make unwanted sexual comments and touch others inappropriately. When this behavior is repeated and pervasive, an employer or school officials have a responsibility to put an end to the behavior and discipline the offender. Too often this misconduct is not addressed and the harassment victim is given no other choice than to hire a sexual harassment attorney.
Sexual harassment can make a person feel powerless. They often have to deal with mental anguish which affects their productivity. Sometimes the victims of harassment lose wages and even their jobs. A Mississippi sexual harassment attorney will fight to ends the abuse and win a favorable settlement for their clients.
Billionaire Alfred Taubman Hit with a $29 Million Sexual Harassment Lawsuit from Former Flight Attendant
The woman, Nicole D. Rock, filed her lawsuit alleging Taubman was guilty of numerous civil rights and other violations.
In her lawsuit, Rock stated she worked for Taubman Air Terminals between the years of 2005 and 2011, during which the 88 year-old mogul would grope her along with make lewd and inappropriate comments. The abusive behavior occurred while she was attending flights on Taubman’s private jet.
According to the suit, “The sexual comments, innuendos, advances and offensive conduct by defendant Taubman were demeaning, insulting and created a burdensome and oppressive condition of employment for plaintiff,” the Detroit Free Press reported.
Rock alleges that in some incidents Taubman would grab her breasts or crotch, forcibly tried to kiss her, pulled at her clothes, yelled sexual comments at her and hassled her about her private sex life.
Late in 2009, Rock informed Taubman that she would need to take maternity leave, but according to the lawsuit Taubman “expressed his personal objections to the plaintiff going on (maternity) leave, stating ‘she was lucky to be working for him and she was taking a long vacation.’”
When Rock did take leave in February of 2010, the suit claims that she was ordered back to work in March 2010, sooner than she expected. Once back at work the sexual harassment continued.
Rock was forced to take a leave of absence in February 2011 after the stress of the abusive behavior became too much. The suit said the Rock took leave “due to the extreme stress, anxiety, fearfulness and depression she was experiencing due to the unlawful working conditions that she was being forced to endure.”
Her lawsuit states that she objected to Taubman’s behavior, but neither she nor her supervisors at the company could do anything to stop the behavior.
Rock and her attorney is seeking $29 million for emotional distress and her loss of “benefits, seniority and career opportunities with defendants as well as further opportunities with other prospective employers.”
But Taubman, not unexpectedly, denies Rock’s claims. A formal statement released by Taubman’s offices said, “The allegations contained in the complaint filed this morning against A. Alfred Taubman are not true. Mr. Taubman will address the complaint through the appropriate legal channels.”
Taubman is not the only powerful businessman to face allegations of sexual harassment this month. Just a couple of weeks ago, the CEO, Joseph Rogers, of the legendary Southern diner Waffle House was also accused of sexually harassing his personal assistant, for a period of ten years. The unidentified women said he repeatedly requested she have sex with him.
Rock and the unidentified woman who worked for the Waffle House CEO both tolerated the abusive sexual harassment for years, leaving some to wonder why they would put up with that for that long.
Both of these women feared they would lose their jobs, their livelihoods. And it is common for employers to fire or otherwise punish workers who report or speak out about sexual harassment; this is called retaliation.
When a man or woman in a powerful position uses that power to garner sexual favors from their employees it is referred to as quid pro quo harassment and is very common. Many victims of sexual harassment cannot afford to lose their jobs so they often ignore or simply accept the harassment because they feel powerless.