So what happens next if you quit your job? Well I would do two things. First I would file a claim with the Illinois Department of Employment Security and second I would file a multiple count claim with the Illinois Department of Human RIghts ("IDHR"). The claim would be for the underlying discrimination and for constructive discharge. Remember that the more legitimate claims you have the better off you are. Chicago is seeing a rise in the number of constructive discharge claims and filing quickly is the best thing to do. Act fast and protect your rights if you are the victim of discrimination at work in Chicago.

The sexual harassment included the manager groping Brown and propositioning her for sex. Think of the pressure this puts on the worker when her boss is trying to have a sexual relationship and she doesn't want that. To make matters worse the manager also allegedly reduced Brown’s work hours during one week and told her that in order to have the hours reinstated, Brown had to let the manager come to her home. This is called Quid Quo Pro which is Latin for this for that. Brown ended up refusing the manager’s request and resigned the next day. This is referred to as a constructive discharge and means that it is treated under the law as a firing.

“Employers are reminded that it is not enough to have policies prohibiting sexual harassment in place, hidden away in a handbook somewhere,” said EEOC attorney Lynette A. Barnes.

Just because you put up with sexual harassment in the workplace doesn't mean you will keep your job forever. What happens if you don't complain about the sexual harassment and then get fired? If you complain after you are fired, it will look like you are only complaining now because you were fired. I always tell people to take the initiative and file before you lose your job. Protect yourself and your rights and talk with an employment lawyer regarding your rights and your options. If things get too bad and you can't keep working while the sexual harassment is going on your can quit. This is referred to as a constructive discharge and treated as a termination under the law.

In a shocking allegation the lead agent asked one of the women to have sex with him, even threatening her life at gunpoint. This is just crazy. I can't believe people actually act like this in the workplace. The women complained to management but nothing was done to stop it. Instead the women were retaliated against for reporting the conduct in the form of unfavorable scheduling and poor performance evaluations. And what happens all too often the women were forced to quit while the harasser remained employed. When an employee is forced to quit because of discrimination it is referred to as a constructive discharge.

“While we commend Lakemont for taking measures to resolve this matter, we hope more employers recognize that they must deal with workplace harassment quickly and effectively,” said EEOC attorney Anna Park.

After a complaint works its' way through the system with the IDHR two things will happen. Either a finding of substantial evidence or lack thereof. There is actually a third option, the IDHR doesn't complete its' investigation within one-year and a right to file directly with the Illinois Human Rights Commission ("IHRC"). The IHRC is where the actual trial will take place and where remedies occur. It is very important to consult with an employment lawyer early in the process to maximize your chances of getting either a good settlement or judgment.

According to published accounts a male emergency room admitting representative engaged in sexual harassment of female employees by subjecting them to inappropriate touching and propositions for sex. But the sexual harassment didn't stop there, it also included graphic discussions of sexual activities, and obscene pictures. Many of the female victims had to quit because they couldn't take the harassment anymore. What is really remarkable is that the company took over two years to fire the employee who was doing the harassment. Just think of how many woman had to endure this type of behavior because the company wouldn't take immediate action.

“In order to be productive, employees deserve a workplace free from sexual comments, repeated propositions and inappropriate touching,” said EEOC attorney Anna Y. Park.

There are very strict time limits for filing such complaints and it is very important to not miss the filing deadline or else your case will be lost forever. Many times management will say they are investigating the complaint and they will drag their feet and waiting until the 180 days is past. By doing this, the company will have prevented you from filing with the IDHR because the statute of limitations will be in affect. It is very important to speak with an employment lawyer so you can learn your rights and not let the company push you around.

The female workers reported the sexual harassment to management but nothing was done to stop it. Some of the females were even told if they had sex with the supervisors they could be promoted. Several employees were either laid off or discharged following an Aqua Tri internal investigation in 2009 due to their perceived support of the victims’ claims. It is illegal to take a negative job action against any employee who participates in a discrimination investigation.

“We commend Aqua Tri for implementing aggressive injunctive relief measures to ensure this will not happen again,” said EEOC attorney Anna Park.

Another words, the conditions at work are so bad that you have to quit and this is treated under the law as a firing. It is very important for you to make it clear to management that you are being sexually harassed, that you consider a hostile work environment to be in place and that you want it to stop because it is interfering with your ability to do your job. I recommend doing this in writing so you have proof that you put management on notice. Remember at the end of the day, management will usually try to protect the company and if you only complain verbally, you may have a hard time proving your case.

Some of the women who could not tolerate the sexual harassment were forced to quit their jobs which is commonly referred to as a constructive discharge. I will be following this case and I believe the women will receive a nice settlement as a result of what took place. It is very tough on employees when the person doing the harassment is the owner. Who do you report that to? The answer is you file a complaint with the EEOC or other state agency and proceed that way. In Illinois you can file with the Illinois Department of Human Rights ("IDHR"). The IDHR does a better job of quickly investigating complaints of discrimination.

"Employers of all sizes have an important responsibility to maintain a workplace that is free of sexual harassment.” said EEOC attorney Elizabeth Cadle

According to published accounts the company investigated the sexual harassment complaint by the female worker but the harassment continued. One of the women had been forced to resign due to the ongoing harassment which is called a constructive discharge. I am sure in the future the company will take sexual harassment in a more serious fashion.

Pamela B. Dixon, an EEOC trial attorney said, “Even though Rock-Tenn denied that it had violated the law, we are pleased that the parties worked cooperatively to resolve this lawsuit.”

Allegations included that women who asked Gomez to stop harassing them or complained about their work environment were subjected to retaliation by management. Some employees were also forced to quit their jobs because of the sexual harassment, retaliation, and/or the employer’s failure to provide preventive or remedial relief. When this occurs it is called a constructive discharge. You can see how much money this type of behavior and activity cost the company. I can't believe that companies don't spend more time and money training management. I hope other companies can learn a lesson from this.

“Managers must constantly be reminded of their obligation to maintain workplaces where employees are not subjected to illegal harassment or retaliation,” said EEOC attorney Mary Jo O'Neill.

On a daily basis the co-owner insulted the female employees by making sexual commnets and hostile commets to women. The clinic failed to exercise its duty of reasonable care to prevent and correct the sexually harassing behavior. It became obvious the owners knew what was taking place and did nothing to stop it. The offending co-owner fired at least three of the women and forced others to quit. When someone is forced to quit it is referred to as a constructive discharge.

EEOC attorney Timothy Riera said, “Sexual harassment and gender discrimination remain problems in Hawaii, and it is important to remember the debilitating effects that such misconduct can have on a work environment."

Because the company refused to stop the sexual harassment Aguilar quit, which is referred to as a constructive discharge. I bet Asarco wishes they took her sexual harassment claim more serious now. You can see how much money this cost a company when they fail to properly train and supervise employeees. This is a good example of bad management. I am very glad Aguilar hung in there and refused to put up with this type of bebavior.

According to published accounts Sinclair resigned last year after a county investigation into a complaint by five employees found she made frequent and unwelcome sexual comments to the women. It is unusual to find female-on-female sexual harassment in the workplace and one involving a judge is even more unusual. Apparently the judge even made sexual type comments in court--whow. If an employee quits her job because of sexual harassment or other types of discrimination it is called a constructive discharge.

County board Chairman Faye Stewart said “I’m hoping this is the end of this and the county and all parties can move on.”