It is hard to imagion that this type of outrageous behavior and criminal activity was occuring at a place of business and top management did not know about it. This goes to show you how detached management can be from the day-to-day activities of its' business. You wonder why they call themselves management--what were they managing? In cases like this, once an investigation begins by an outside agency, the truth comes out and usually there is more than one victim. If management were doing its job, this could have been stopped with victim one and the others could have avoided all of the heartache and financial burden caused by the sexual harassment.

“We commend ABM for addressing what we found to be a grave and ominous situation for its female staff,” EEOC AttorneyPark said

In March 2008, the 18-year-old female applied for a job stocking merchandise at the “Abercrombie Kids” store at the Great Mall in Milpitas, Calif. In accordance with her religious beliefs, she wore a colorful headscarf to her interview. According to the EEOC, the Abercrombie & Fitch manager asked if she was Muslim and required to wear a head scarf, then marked “not Abercrombie look” on the young woman’s interview form. The EEOC’s suit alleges that Abercrombie & Fitch refused to accommodate the applicant’s religious beliefs by granting an exception to its “Look Policy,” an internal dress code that includes a prohibition against head coverings.

“This was the first job I ever applied for, and I was excited about the idea of working for Abercrombie & Fitch,” said the job applicant. “I was into fashion, and wore skinny jeans and imported scarves that matched my outfits. The interview crushed me because I never imagined anyone in the Bay Area would reject me because of my head scarf. To this day, I can't walk into Abercrombie & Fitch stores. They didn't just miss out on a hard worker, they lost a customer.”

An investigation by the EEOC found the harassment of Toste escalated during 2006 and 2007, and that she felt compelled to resign after the hospital repeatedly failed to take effective corrective action to address her concerns about her safety. When an employee has to quit her job because of sexual harassment, it is referred to as a constructive discharge.

“Grays Harbor violated the law when it repeatedly failed to take action, despite numerous complaints from its employees concerning the conduct of this supervisor,” said EEOC attorney William R. Tamayo.

If an employee is being sexually harassed at work and cannot escape the harassment other than quitting her job, it is the same as being fired. In this case the young woman was unable to escape the comments and physical harassment so she quit. Management needs to do a better job of training and supervising its' workers. Hopefully after paying this amount of money, the company will take the welfare of its' workers more serious.

“Teenage workers are especially vulnerable to sexual harassment in the workplace and must be protected. The EEOC will remain vigilant in its enforcement of federal laws prohibiting such discrimination in the workplace,” said Barbara A. Seely, EEOC attorney.

According to published documents Papademetriou, a 27-year veteran of the LOC accused Dr. Rubens Medina, then-chief of the Law Library, of persistent harassment of female employees. Many times an employee who is close to retiring will not want to rock the boat and may put up with this type of behavior. I was glad to see Papademetriou hold her ground and fight for the rights of herself and others.

As is typical in a settlement like this, Williams resigned from her position as major gifts officer of the athletics department. You can bet the people responsible for this mishap will be called on the carpet. At a time when there are budget cuts and the economy is down, these athletic officials are costing the state much needed funds. I am glad Ms. Williams came forward and fought for her rights. It pays to hang in there. School sexual harassment seems to be happending more and people need to be vigilent.

"My feelings are it is a decent outcome," said BU interim president C. Peter Magrath.

Many times even though a company will not come right out and say we are firing you because you are a female and we want a male worker, the evidence will show that is the case. For example if you are a good worker and you are replaced by a male, there isn't much else that could be going on. In other instances gender harassment or discrimination can take the form of creating a hostile work environment. In both cases, it is important to seek legal help and fight for your rights.

“Firing someone simply because of her gender is unjust and unlawful, plain and simple,” said EEOC Attorney Robert K. Dawkins.

In an even more shocking revelation Garfield terminated an employee because she complained about the sexual harassment, while others were compelled to quit rather than endure the severely hostile work environment. When a worker is forced to quit because of a hostile work environment, it is called constructive discharge. This type of behavior by a large employer is sure to cost them plenty. I am glad the workers who are being sexually harassed decided to stand up and fight. This case will be followed closely and the results will be posted.

“The facts of this case are truly disturbing,” said Anna Y. Park, EEOC attorney. “While hospitals and health care facilities tend to focus on patient care, federal law requires them to protect their employees as well from harassment and sexual abuse.”

Paramount hired Hispanics in bulk in order to pay less money to their workers. This wholesale discrimination resulted in an investigation by the EEOC and this lawsuit. Paramount is based in Illinois and this type of action will not be tolerated. It is great to see workers stand up for their rights and fight for what is right. Employment lawyers can look to this case and see the large dollar amounts that are available in Illinois for cases similar to this.

Faye A. Williams EEOC attorney said, “we commend the former employee who had the courage to step forward and file a charge of discrimination under Title VII. Her action allowed the Commission to challenge the employment practice, preferring one group of employees over another based on race or national origin.”

The sexual harassment included frequent comments and jokes of a sexual nature, propositions for sex, and unwanted aggressive physical advances. One problem was there was no effective outlet for the women to complain about the behavior because members of upper management were participants in the harassment, and there was no employee handbook or policy explaining the procedure for reporting inappropriate workplace conduct at that time.

“Just because the creator of Cheaters promotes a TV show business which thrives on featuring sexual transgressions, it is no justification for engaging in sexual improprieties which violate the employment rights of his female employees behind the scenes,” said EEOC Attorney Robert A. Canino

The alleged harasser peppered the Guatemalan workers with derogatory remarks regarding their national origin, including references to them as “stupid Guatemaltecos” and stating that Guatemalans are useless and inferior to Salvadorans. Prior to learning the actual national origin of one of the Guatemalan victims, the alleged harasser also called him a “stupid Mexican.”

“We commend Atlantic Services for taking steps to rectify the hostile work environment that persisted at Mercury Air Centers,” said Anna Park, EEOC attorney.

The Court held that it is not unfair to hold employers responsible for sexual harassment by supervisory employees because not only are supervisors the public face of the employer, but employers are in the best position to train supervisors and make them aware of the laws prohibiting sexual harassment. If you file a complaint with the EEOC, federal law will apply and you will be held to the standards of Title VII of the Civil Rights Act of 1964. It is a much better approach to file with the IDHR and have more employee friendly standards.

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The EEOC on the other hand does a poor job of investigating charges of sexual harassment or other forms of discrimination and in my experience it takes years for them to work the file. The advantage of filing with the EEOC is if you plan on asking for a right to sue letter and filing a lawsuit in federal court. I would only do this with the cases with the best facts. As an aside when you file with the IDHR they automatically cross-file with the EEOC. The bottom line is each case has to be evaluated on its' own merits and a determination made based on the facts of the case.

Crowe retired from the NYPD in 2008 after he was found guilty of harassing the men. According to documents which were published as part of the investigation Crowe rubbed his crotch, simulated masturbation and wagged his tongue at the sergeants. The incredible defense for Crowe was that he had jock itch.

Crowe said, “It is possible because of medical conditions, but never in the way that these complainants have said.”

Management began to retaliate by withholding information needed to do their jobs, such as the presence of armed suspects in their vicinity. Within weeks of the officers' formal complaint, all five were removed from the unit and given lesser posts which the jury viewed as retaliation. I am glad to see these officers stick up for themselves and pursue this matter until the end. Before filing their lawsuit they first had to file a charge of discrimination with the Equal Employment Opportunity Commission ("EEOC").