In a Press Release at http://www.eeoc.gov/press/9-30-09m.html , the U. S. Equal Employment Opportunity Commission’s (”EEOC”) Houston District Office announced that agency attorneys filed a federal class action lawsuit in Houston, alleging that a La Porte, Texas company violated federal law by subjecting female employees to sexual harassment and discrimination prohibited by Title VII of the Civil Rights Act of 1964.  According to the September 30, 2009 Press Release, EEOC attorneys charge in the lawsuit that the owner and on-site manager of the company used his position to harass a number of female employees.  As stated in the EEOC Press Release, the manager allegedly subjected women to unwanted sexual demands, boasting and questioning; sexual touching; and menacing and frightening them into silence about his conduct.  EEOC attorneys contend as well in the sexual harassment lawsuit that sexual harassment by other male employees was condoned within the workplace.  An EEOC attorney quoted in the Press Release stated, in part, that “Employers are required by federal law to keep their workplaces free of sexual harassment and to remedy such conduct when it occurs.”  EEOC attorneys filed the sexual harassment lawsuit in Houston after first attempting to resolve the case in a pre-litigation settlement.  Further information about the EEOC is available in the agency’s website at www.eeoc.gov . 

Whether unlawful workplace sexual misconduct occurs in Houston, La Porte or elsewhere, sexual misconduct victims may contact the EEOC and an attorney to determine if a sexual harassment lawsuit is ultimately appropriate under the particular circumstances and facts of the potential employment discrimination claim.

In a Press Release at http://www.eeoc.gov/press/9-23-09i.html , the U. S. Equal Employment Opportunity Commission (”EEOC”) announced that agency attorneys filed a federal discrimination lawsuit in Texas in which the EEOC alleges that a Richardson, Texas company violated Title VII of the Civil Rights Act by subjecting a female employee to sexual harassment and firing her in retaliation for filing a formal complaint with the EEOC’s Dallas District Office.  According to the September 23, 2009 Press Release, EEOC attorneys charge in the harassment lawsuit that the female employee was subjected to an environment in which her male co-workers made sexually explicit and hostile remarks on a daily basis.  The EEOC also claims that she complained to management and Human Resources about the behavior but the company failed to take action reasonably calculated to stop the harassment.  As discussed in the Press Release, she was selected for layoff shortly after she filed a formal complaint with the EEOC’s Dallas office.  EEOC attorneys filed the lawsuit after first attempting to reach a voluntary settlement. 

An EEOC attorney quoted in the Press Release stated that “Unfortunately, there is a belief in some workplaces that women should have to adjust to abusive language and behavior.”  An EEOC Dallas attorney added his thoughts, criticizing those companies which put greater value on the freedom to harass women than on the value of a healthier workplace marked by courtesy and respect for co-workers.  Further information about the EEOC is available on the agency’s website at www.eeoc.gov . 

Whether employment related sexual harassment and retaliation for complaining about it occurs in Dallas, Richardson, Tyler or elsewhere in Texas, sexual harassment victims may contact the EEOC and an attorney to determine if a Texas sexual harassment and retaliation lawsuit is ultimately appropriate under the particular facts and circumstances of the potential employment discrimination claim.

The U. S. Equal Employment Opportunity Commission (”EEOC”) is a federal agency which enforces federal laws prohibiting employment discrimination, including sexual harassment, and conduct where men sexually harass other men can violate Title VII of the Civil Rights Act of 1964.  In a September 23, 2009 Press Release at http://www.eeoc.gov/press/9-23-09.html , the EEOC announced that its attorneys filed a federal lawsuit in which the EEOC claims that a construction company subjected a former employee to a sexually hostile work environment on a federal post-Katrina bridge repair project and then retaliated against him for complaining about the harassment.  According to the EEOC Press Release, a company supervisor sexually harassed a male subordinate, and when the male subordinate complained about the harassment, he was involuntarily transferred and ultimately discharged.  EEOC attorneys charged that the harassment included verbal abuse and taunting gestures of a sexual nature.  As stated in the Press Release, the EEOC filed the lawsuit after first attempting to reach a voluntary settlement.  Further information about the EEOC is available at www.eeoc.gov .

Sexual harassment and retaliation for complaining about it violate Title VII of the Civil Rights Act of 1964.  In this regard, the U. S. Equal Employment Opportunity Commission (”EEOC”) is a federal agency which enforces federal laws prohibiting employment discrimination, including sexual harassment.  In a Press Release at http://www.eeoc.gov/press/9-23-09b.html , the EEOC announced that a freight company agreed to pay $120,000.00 to settle a gender-based harassment and retaliation lawsuit on behalf of a former clerk.  According to the September 23, 2009 Press Release, an EEOC investigation revealed that a facility manager subjected the female 44 year-old Hispanic clerk to a barrage of insults and criticism in front of coworkers and customers almost every day.  As stated in the Press Release, none of the male employees at the facility were treated this way; instead, the manager would allegedly address issues with male employees behind closed doors.  EEOC attorneys charged in the lawsuit that when the female clerk finally reported the harassment to the company hotline and the regional director, she was terminated in less than a week.  An EEOC attorney quoted in the Press Release stated that being made the target of public humiliation and abuse because of one’s gender violates the law.  An EEOC Director added, “A Company Hotline is pointless if employees see that the outcome for using it is punishment for speaking out about issues.”

In a Press Release at http://www.eeoc.gov/press/9-21-09b.html , attorneys with the Equal Employment Opportunity Commission (”EEOC”) announced filing of a federal lawsuit in which the attorneys charge that a Georgia restaurant violated federal law by subjecting a waitress to sexual harassment and then firing her and family members for reporting sexual harassment.  In this regard, the EEOC is a federal agency which enforces federal laws prohibiting employment discrimination, including sexual harassment, and sexual harassment and retaliation for complaining about it violate Title VII of the Civil Rights Act of 1964.  According to the EEOC Press Release, agency attorneys contend that the restaurant waitress was subjected to unwelcome sexual advances, remarks, and inappropriate touching by a male cook at the restaurant.  As further stated in the Press Release, the waitress worked at the restaurant with family members, and they all reported the harassment to the restaurant owner, but nothing was done by the company to remedy the hostile work environment and the waitress and her family members were terminated in retaliation for reporting sexual harassment.  An EEOC attorney quoted in the Press Release stated that “The EEOC will protect employees’ rights to protest illegal conduct.”  EEOC attorneys filed the federal discrimination lawsuit after first attempting to reach a voluntary out of court settlement.  Further information about the EEOC is available at www.eeoc.gov . 

Whether employment related sexual harassment of restaurant waitresses occurs in Galveston, Houston, San Antonio or elsewhere, waitress victims of sex discrimination may contact the EEOC and an attorney to determine if a hostile work environment lawsuit is ultimately appropriate under the particular circumstances and facts of the potential waitress employment discrimination claim.

In Press Releases issued by the U. S. Equal Employment Opportunity Commission (”EEOC”) on September 21, 2009, attorneys with the federal agency responsible for enforcing federal laws prohibiting employment discrimination, including sexual harassment, announced the filing of a sexual harassment lawsuit against a Mexican food restaurant and settlement of another sexual harassment against a restuarant which serves Mexican food.  The EEOC Press Release at http://www.eeoc.gov/press/9-21-09b.html states that a Mexican food restuarant in Georgia has been charged by EEOC attorneys with violating federal law by subjecting a waitress to sexual harassment and then firing her and family members for reporting sexual harassment.  The EEOC Press Release at http://www.eeoc.gov/press/9-21-09d.html states that the owner of six Pennsylvania Mexican food restaurants will pay $35,000.00 and furnish equitable relief to settle a class sexual harassment lawsuit filed by EEOC attorneys in Pennsylvania.  As stated in the EEOC Press Releases, sexual harassment and retaliation for complaining about sex discrimination violate Title VII of the Civil Rights Act of 1964.  Further information about the EEOC and the laws enforced by the EEOC is available in the agency’s website at www.eeoc.gov .

In a September 15, 2009 Press Release at http://www.eeoc.gov/press/9-15-09a.html , the Equal Employment Opportunity Commission (”EEOC”) announced filing of a federal sexual harassment lawsuit in which EEOC attorneys charge that a staffing company failed to take appropriate action when its employees complained about egregious sexual harassment at a plastic manufacturing plant to which they had been assigned.  According to the EEOC Press Release, the staffing company assigned a number of female employees to work at a plastic manufacturing plant and, on several occasions, a manufacturing plant supervisor rubbed his crotch against females and touched or slapped them on the buttocks.  The EEOC lawsuit also alleges that the supervisor also repeatedly made sexually offensive and demeaning comments to female employees.  EEOC attorneys contend in the case that instead of ensuring that its employees were not harassed, the company joined in retaliating against one employee for complaining by firing her and another was compelled to quit as a result of ongoing harassment.  Title VII of the Civil Rights Act of 1964 makes it unlawful to sexually harass an employee and to retaliate against someone who complains about employment discrimination.  An EEOC attorney quoted in the Press Release said “As more companies use staffing agencies to recruit employees, it is vital that both the company and the staffing agency understand that they are legally required to protect employees from sexual harassment.”  Further information about the EEOC is available at www.eeoc.gov .

In a September 16, 2009 Press Release, attorneys with the Equal Employment Opportunity Commission’s (”EEOC”) Dallas office announced that a Southlake, Texas commercial drywall and acoustics company will pay a female former employee $60,000.00 and furnish other relief to settle a sex discrimination and retaliation lawsuit filed by the EEOC.  See, http://eeoc.gov/press/9-16-09b.html .  According to the Press Release, EEOC attorneys charged in the lawsuit that a female laborer was subjected to sexually explicit remarks and conduct for the duration of her employment, including being blatantly exposed to open urination in her presence and sexually offensive graffiti.  In addition, EEOC attorneys claimed that the laborer’s supervisors were aware of some of these incidents but failed to take corrective action and then fired her for complaining about the unlawful conduct.  Discrimination on the basis of sex violates Title VII of the Civil Rights Act of 1964, which prohibits sexual harassment in the workplace and retaliation for complaining about unlawful harassment.  In this regard, the EEOC is a federal agency which enforces federal laws prohibiting employment discrimination, including sex discrimination and retaliation for opposing unlawful sexual harassment.  An EEOC trial attorney quoted in the Press Release stated that “Employers must do their part to ensure that all their employees understand boundaries of decent and respectful behavior to avoid violating the law.”  Another attorney in the EEOC’s Dallas District Office added, “It really is not that complicated for an employer to get a handle on this; it is a simple matter of teaching respect.”  EEOC attorneys filed the discrimination lawsuit after first attempting to reach a voluntary settlement.  Further information about the EEOC is available at www.eeoc.gov .

The U. S. Equal Employment Opportunity Commission (”EEOC”) is a federal agency which enforces federal laws prohibiting employment discrimination, including sexual harassment and retaliation for complaining about it.  In a September 3, 2009 EEOC Press Release, the agency announced filing of a federal lawsuit in which EEOC attorneys sued a provider of home health services for allegedly condoning a sexually hostile work environment in the home of one of the company’s clients and firing one victim for complaining.  See, http://www.eeoc.gov/press/9-3-09f.html .  According to the Press Release, EEOC attorneys charged that the company ignored at least 25 written reports from a female employee and a class of female certified nursing assistants of sexual harassment, inappropriate touching and sexual requests by a male client.  Attorneys claim that instead of taking steps to stop the harassment or removing the client from its services, the company continued to place the female employees at the home of the harassing client.  As stated in the Press Release, the company retaliated against one employee by firing her when she refused to apologize to the client for advising another certified nursing assistant of his actions.  Sexual harassment and condoning a sexually hostile work environment violate Title VII of the Civil Rights Act of 1964, which requires employers to provide a workplace free of discrimination on the basis of sex, including sexual harassment.

In an August 31, 2009 Press Release at http://www.eeoc.gov/press/8-31-09.html , the U. S. Equal Employment Opportunity Commission (”EEOC”) announced that a gas station and convenience store chain based in North Carolina has agreed to pay $75,000.00 and furnish substantial non-monetary relief to settle a sexual harassment and retaliation lawsuit in which EEOC attorneys had charged that a female cashier was subjected to a sexually hostile work environment and then retaliated against by the company after she complained about the harassment.  According to the EEOC Press Release, the harassment was perpetrated by a former manager who allegedly propositioned the cashier for sexual favors, made frequent sexual comments and touched her buttocks on at least one occasion.  After she complained, the EEOC contended that no action was taken to end the harassment and the store manager drastically reduced her hours, which forced her to resign.  Sexual harassment and retaliation for complaining about it violate Title VII of the Civil Rights Act of 1964.  An EEOC attorney quoted in the Press Release said “Victims of sexual harassment and retaliation in the workplace often suffer severe emotional and financial injuries that can seriously effect their lives for years [and] It is the EEOC’s duty to pursue justice for the damages those victims suffer.”  More information about the EEOC is available at www.eeoc.gov .