Eight current and former employees in Northern California will receive $850,000 due to proving allegations of sexual harassment on the night shift. How does this case affect your Columbus sexual harassment claim?
According to the Equal Employment Opportunity Commission, six of the claimants were young women with developmental disabilities who were at their very first jobs. The action also covered two managers who were fired or otherwise disciplined for reporting problems. One former employee said that her first job was a very empowering experience. “But after my boss put his arms around me, I did not feel safe at work [and] my complaints were ignored,” she said.
“The #MeToo movement illustrates that sexual harassment impacts people across industries, from white collar to blue collar work, across class, race, age, gender and abilities, [so] employers must take proactive measures to stop predators who would abuse their power over vulnerable workers,” commented EEOC San Francisco District Director William R. Tamayo.
At least a quarter of Columbus workers experience some form of sexual harassment at work. Isolated comments or crude jokes are probably not actionable. But if the verbal, physical, or other harassment reaches the point where victims cannot do their jobs properly, there may be a claim for relief. Most of these claims fall into one of the two following categories:
Damages in a Columbus sexual harassment lawsuit usually include money for both economic losses, such as lost wages, and for non-economic losses, such as emotional distress. Additional punitive damages may be available as well, in some cases.
Many employers close sexual harassment investigations too quickly and without uncovering all the facts. An attorney can dig deeper and reveal additional evidence, such as additional witnesses, that assist the victim’s cause.
The EEOC receives more retaliation charges than any other kind of employment discrimination charges. In fact, most employment discrimination claims involve both the underlying discrimination and the employer’s retaliation against the worker or manager who complained. These charges have three basic elements:
As long as an employee has an honest, reasonable belief that a discriminatory practice is occurring, complaining about it or participating in a related investigation will most likely be protected action, even if an investigation later reveals that no discrimination has occurred. If the plaintiff establishes a prima facie case, the employer must either conclusively disprove one of the elements or establish an independent defense.
All workers have the right to be free of sexual harassment and retaliation in the workplace. For a free consultation with an experienced employment discrimination attorney in Columbus, contact Marshall Forman & Schlein LLC. Our main office is conveniently located in downtown Columbus.
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