Posts Tagged ‘Unwanted Sexual Comments’
Will a Brevard County School Teacher be Terminated Following Sexual Harassment Allegations?
November 19th, 2012
Posted in Sexual Harassment News
The superintendent of the Brevard County School District has released new data regarding an investigation into a Brevard County band director who was accused of sexual harassment and hazing.
J. Bernard Wilkins, the band director at Heritage High School in Palm Bay, was accused of making inappropriate sexual comments and physical abuse, in addition to making mishandling band funds. According to Wilkins, some of the sexual comments made to students were so graphic, he couldn’t put them in public record. He has recommended Wilkins be fired and never allowed to return to the school.
An investigation into the incidents revealed that Wilkins also made racially derogatory comments to the students. Among the physical abuse, Wilkins was accused of beating on a child’s chest with drumsticks to the point it left bruises.
The school board will vote on Wilkins’ termination next Tuesday.
Have you been subjected to unwanted sexual comments or inappropriate touching? If so, you may be entitled to file a claim against your offender. Speak to a sexual harassment lawyer to discuss your options and see if you qualify for compensation.
Many sexual harassment victims may be eligible to receive money damages for their pain and suffering, and hiring a sexual harassment attorney will help ensure that the best possible outcome for your case is attained. Your legal representative will also see to it that everything is done so as to make sure the offender is brought to justice and never harms you or another victim again.
For more information on filing a case, turn to a sexual harassment lawyer today and schedule a consultation. With legal assistance, you can fight for your rights and make sure that you are rid of your workplace hostility.
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.
Iowa Twins File Sexual Harassment Suit Against McDonalds, Do They Have a Case?
October 25th, 2012
Posted in Sexual Harassment News
Des Moines, IA- Two teen girls filed a lawsuit against their shift trainer at a local McDonald’s alleging that he sexually harassed them in 2010 and 2011 and they were retaliated against when they complained.
Cynthia Monahan and Christin Goggin allege that their shift manager subjected them to unwanted sexual comments and sending them graphic images of cartoon pornography. The lawsuit even alleges that he groped one of the young women.
Monahan, 16, and Goggin, 17, went to their supervisor to complain about their manager’s behavior. But instead of him taking action, the “sarcastic and demeaning” manager reduced their work hours.
Both women said they “explicitly and unequivocally” rejected the shift manager’s advances, who is around 30. However, this didn’t stop him and when the women retorted by telling him to find someone closer to his age, he replied “Age is just a number.”
He also sent several cartoon pornographic images to the women.
The first step in stopping sexual harassment is to directly confront the offender. If this doesn’t stop the misconduct, the harassed employee must take their complaint to management. This should stop the harassment, but too often employers fail to take action.
When a person is dealing with a hostile work environment, and those in the position to stop it do nothing. The victims have no option other than to hire a sexual harassment attorney to file a suit. A strong case will enable the victims to seek compensation for their emotional distress and lost wages.
Is Sexual Harassment Really Common At Comic Conventions?
October 22nd, 2012
Posted in Sexual Harassment News
New York, NY- There has been a lot of talk lately about the prevalence of sexual harassment at the many Comic book conventions that take place around the country. Even though many of the conventions state that harassment of any kind is forbidden it is still a problem and one New York woman took to her blog to tell her story about the sexual harassment she was subjected at the most recent convention in her state.
It is fairly common for women who attend these conventions to dress provocatively, often wearing skimpy costumes that emphasize their bodies, but it this a reason to subject them to unwanted sexual comments and attention?
Mandy Caruso chose to dress as her hero Black Cat. Her skintight leather costume showed plenty of cleavage. But her costume elicited some unwanted attention when an unnamed film crew asked for an interview with Caruso, which slowly devolved into a conversation about the size of her breasts.
Caruso’s reaction was to confront the men about their ridiculous question, but that didn’t stop their catcalls and the crowd of men still badgered her about her breast size. After a confrontational exchange Caruso walked away from the crowd and used her blog, Grind Haus, to vent about the behavior.
“It’s because many people at these cons expect women cosplaying as vixens (or even just wearing particularly flattering costumes) to be open/welcoming to crude male commentary…like our presence comes with subtitles that say “I represent your fantasy thus you may treat me like a fantasy and not and not a human in a costume,” Caruso wrote.
But women at these conventions have little recourse to stop this behavior, unlike in a traditional workplace where the victim of this workplace abuse can report the harassment and hire a sexual harassment attorney to put an end to the mistreatment.
Akron University Employees Resign After Sexual Harassment Allegations Surface
September 24th, 2012
Posted in Sexual Harassment News
Akron, OH- Two University of Akron employees resign after an investigation concluded they violated the school’s sexual harassment policy.
A female employee filed a formal complaint alleging that Republican Sherriff candidate Randy Rivers created a hostile work environment through unwanted sexual comments, and his supervisor Michael Jabert ignored her complaints.
The woman, whose identity has not been made public, says in her complaint that Rivers began harassing her shortly after he began working as a part-time commander of the Law Enforcement Training Center in 2011, according to the Lancaster Eagle Gazette.
In the complaint, the woman claims Rivers made repeated inappropriate sexual comments. In one incident, Rivers allegedly told a class of 34 cadets “not to get their mammaries in a bind,” and they would have to “put out.”
“I am constantly worrying about the next work day and how I am going to avoid certain situations with Mr. Rivers,” the woman said in her official complaint.
Rivers denies the allegations and asserts that some of his comments were taken out of context, stating he used those phrases to train police cadets and not harass women, the Eagle Gazette reported.
Michael Jabert was named in the complaint because he did not previously address the woman’s allegations.
Investigators for the probe questioned 18 employees and concluded that the woman’s complaints had merit, leading to the resignation of Rivers and Jabert.
The woman has not filed a lawsuit at this time, but if she feels as if the abuse has caused her undue emotional distress, a sexual harassment attorney would be able to help her win a generous 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.
Maine Residents Can Fight Sexual Harassment
June 5th, 2012
Posted in Sexual Harassment News
Portland, ME- The working environment should make a person feel happy about being at work and should be free of harassment. However, some employees find that they must face hostile behavior when they go to work because they are being sexually harassed by one of their peers. But employees don’t have to put up with this behavior and can fight workplace harassment.
The majority of Maine employers provide training to their employees in order to prevent incidents of sexual harassment and discrimination. In spite of this training, some employees will subject their peers to unwanted sexual comments, touching, and propositions for sex.
This kind of behavior affects everyone and makes for a hostile work environment. This affects an employee’s productivity and causes them mental anguish, making them feel uncomfortable in their own skin. But these employees don’t have to put up with this behavior; they can fight by hiring a Maine sexual harassment attorney.
The harassment victim must first address their abuser and tell them the behavior makes them uncomfortable. If this fails to stop the comments and touching, the employee must then report the behavior to their supervisors, but often this leads to actions against the reporting employee as opposed to the offender which is referred to as retaliation.
Retaliation includes firing an employee for reporting abuse or demotions; the cutting of a person’s working hours or denial of promotions or raises, especially if the harasser holds a high position. If a person has been retaliated against, they can get the advice of a sexual harassment lawyer to see if they are eligible to seek compensation.
Most harassment victims just want the behavior to stop and when they have followed the right course of action to no avail, they can turn to a Maine sexual harassment lawyer. Their legal expertise and support can give an employee the strength to meet their problem head on and fight for their right to work in an environment free of hostility and abuse.
Minnesota Supreme Court Expands Definition of Sexual Harassment
May 29th, 2012
Posted in Sexual Harassment News
Elk River, MN- The Minnesota Supreme Court made a decision earlier this month which expanded the definition of sexual harassment under the Minnesota Human Rights Act. The decision prohibits workplace harassment based on sex even if the harassment is not sexual in nature.
The case which warranted the ruling was filed by a female custodian at Elk River High School, who stated her supervisor, a man, had a negative viewpoint of women. According to Carol Lamont, the supervisor said that women “belong in the kitchen and the bedroom.” He would also keep male and female employees separated and would make sexist comments. On one occasion he made a sexually charged comment.
Lamont took her case to a sexual harassment attorney and claimed that her supervisors created a hostile work environment, but the Supreme Court did not find sufficient evidence to show that the discrimination was pervasive enough and dismissed her case, upholding the Appeal’s Court decision.
In spite of laws forbidding sexual harassment, it is still a common problem in the workplace. Employees who are subjected to this behavior can take steps to end the abuse, but their Minnesota sexual harassment lawyer must be able to prove the harassment is repeated and made the working environment hostile for the victim.
The men and women who are subjected to unwanted sexual comments, advances or touching can seek compensation for their emotional suffering and any wages they may have lost due to retaliation or a mental distress. With a skilled Minnesota sexual harassment attorney on their side, the victims of this misconduct will receive a beneficial settlement.
How to Stop Sexual Harassment in Tennessee Workplace
First you have to consider what exactly constitutes sexual harassment.
Sexual harassment can include unwanted sexual comments, touching, and advances, requesting sexual favors in exchange for pay raises, promotions, etc. – this is referred to as quid pro quo. Sexual harassment can also include singling-out a person for their sexual orientation.
Certainly, every worker at one point in time has heard or told a sexually-charged joke. Maybe they have been complemented on how good they look in a certain item of clothing, or told how attractive they are. This often is just a one-time incident that may make a person uncomfortable, but isn’t necessarily a recipe for a hostile work environment, and is not always grounds for a civil lawsuit.
In order to for sexually harassing behavior to be in violation of the Civil Rights Act of 1964, it must be pervasive and repeated, causing the workplace to be hostile and leading to extensive emotional distress, anxiety or depression for the intended target.
The Tennessee courts additionally defines sexual harassment as “any unequal treatment of an employee that would not occur but for the employee’s gender,” according to the Tennessee Employment law center. The state law doesn’t require that the harassing behavior be sexual in nature, but it must be unwelcome and prevalent enough for the victim to feel intimidated and uneasy.
Anyone who is subjected to sexual harassment and works at a company with 15 or more employees can file a civil lawsuit, but there are a couple of steps they must take before filing a legal complaint.
First, the harassed individual must report the behavior to the human resources department to handle the behavior internally by appropriately disciplining the harasser. If reporting the harassment still doesn’t stop it, or the reporting employee finds their employer punishes them either by subjecting them to additional harassment, cutting their hours or firing them.
It is only after an employee complains to their employer and no action is taken does the harassment victim have the right it file a civil lawsuit. Before contacting a Tennessee sexual harassment attorney, the harassment victim must also file a formal complaint with the Equal Employment Opportunity Commission.
Under state law, sexual harassment victims in Tennessee are eligible to seek compensation from their employers for lost wages, future wages, and emotional distress caused by the behavior. Sexually harassed employees are entitled to a significant settlement, which can be greatly increased, with when the victim enlists the assistance of a Memphis sexual harassment attorney.