In Seattle, Washington, Fry’s Electronics company will pay $2.3 million to settle a sexual harassment and retaliation lawsuit brought by the U.S. Equal Employment Opportunity Commission (EEOC). In addition, it will implement preventative measures. The lawsuit claimed that the company harassed a young salesperson and fired a supervisor for standing up for her. The facts of the case showed that assistant manager harassed 20 year old sales associate, America Rios, at one of its retailer locations. He frequently sent her sexually charged text messages (known as “sexting”) and invited her to his house to drink. After her direct supervisor reported the harassment to the employer’s legal department, the employer fired him. He was told that he was fired because of a decline in his performance, even though evidence of his work performance showed otherwise. See full article
Issues of sexual harassment are governed by Title VII of the Civil Rights Act. As well as by state-level sexual harassment statutes which prohibit sexual harassment to and provide victims with a means to pursue justice. Sexual harassment can occur in one of two ways: Quid pro quo harassment or Hostile work environment. A hostile work environment involves repeated behavior that is abusive or offensive, or that interferes or alters the victims’ ability to perform their job.
Employers that foster or allow these conditions to continue can be found liable for the conduct of the offending employees. For more information, see The lawyers at Leeds Brown Law, P.C. strive to successful judgments for their clients, including any former employees or recently fired workers who have been sexually harassed in the workplace. If you or someone you know has been faced with sexual discrimination or sexual harassment, please contact the office of Leeds Brown Law, P.C., 1-888-585-4658, One Old Country Road, Suite 347, Carle Place, NY, 11514-1851.