United States Equal Employment Opportunity Commission (”EEOC”) lawyers charged in a sexual harassment lawsuit that a nationwide restaurant chain knew about and tolerated repeated sexual assaults against six male employees by a group of male kitchen staffers, according to a November 10, 2009 EEOC Press Release at http://www.eeoc.gov/eeoc/newsroom/release/11-10-09.cfm .  As stated in the Press Release, the restaurant chain will pay $345,000.00 and furnish other relief to settle the sexual harassment lawsuit in which allegations included claims that the men suffered sexually abusive behavior and were subjected to sexually charged comments, as well as offensive physical contact.  EEOC lawyers contended in the suit that complaints were made to virtually every manager at the restaurant, but they never put a stop to it and one victim finally had to call the police.  The company, however, denied the allegations.

Sexual harassment in the workplace violates Title VII of the Civil Rights Act of 1964, and the EEOC is a federal agency which enforces federal laws prohibiting employment discrimination, including sex discrimination and sexual harassment.  EEOC lawyers filed the sexual harassment lawsuit against the restaurant chain after first attempting to reach a pre-litigation settlement.  An EEOC lawyer quoted in the Press Release stated that “The evidence was claer, and everyone knew about it.” 

Whether employment related same sex sexual harassment occurs in Dallas, Galveston, or Houston restaurants, victims of workplace sexual harassment in the restaurant industry may contact the EEOC and a lawyer to determine if an employment discrimination lawsuit is ultimately appropriate under the particular circumstances and facts of the potential employment harassment claim.

Sexual harassment violates Title VII of the Civil Rights Act of 1964, and the United States Equal Employment Opportunity Commission (”EEOC”) is a federal agency which enforces federal laws prohibiting employment discrimination, including workplace sexual harassment.  Acting EEOC Chairman Stuart Ishimaru has stated that “Sexual harassment is always unacceptable, but when some of the victims are vulnerable teenagers, it is especially unconscionable.”  See, http://www.eeoc.gov/eeoc/newsroom/release/11-03-09.cfm .  In this regard, EEOC lawyers have filed and pursued sexual harassment lawsuits involving teenagers employed at restaurants. 

According to a November 3, 2009 Press Release, EEOC lawyers announced that Ruby Tuesday, Inc. will pay $255,000.00 and furnish important equitable relief to settle a federal sexual harassment lawsuit.  As stated in the Press Release at http://www.eeoc.gov/eeoc/newsroom/release/11-03-09.cfm , EEOC lawyers charged in the case that a restaurant general manager subjected female employees, some of whom were teenagers, to unlawful sexual harassment, including crude sexual propositions, lewd comments and graphic remarks.  More recently, EEOC lawyers announced in a November 23, 2009 Press Release at http://www.eeoc.gov/eeoc/newsroom/release/11-23-09.cfm that a federal jury in Milwaukee returned a $105,000.00 verdict following a four day sexual harassment trial in a sexual harassment case brought by the EEOC against an IHOP restaurant in Racine, Wisconsin.  In that case, EEOC lawyers alleged that two teenage server employees were sexually harassed by their assistant manager, who subjected them to sexual propositions, groping and hair pulling.  As described in the EEOC Press Release, the jury found that the IHOP had acted recklessly with respect to one of the servers and awarded her $100,000.00 in punitive damages.  An EEOC lawyer quoted in the Press Release said “It’s never easy to stand up in the face o[f] harassment, especially if you’re young and you really need your job.”  The EEOC lawyer added that “But these women did that, and because of them and this case, women will have more equal opportunity while working at IHOP and elsewhere in the restaurant industry in Wisconsin.” 

Further information about the EEOC and the federal laws enforced by the federal agency is available in the EEOC’s website at www.eeoc.gov .

Whether teenage sexual harassment in the restaurant industry occurs in Dallas, Houston, San Antonio or elsewhere, teenage victims of workplace sex discrimination may contact the EEOC and a lawyer to determine if a sexual harassment lawsuit is ultimately appropriate under the specific facts and circumstances of the potential restaurant employment discrimination claim.

The United States Equal Employment Opportunity Commission (”EEOC”) is a federal agency which enforces federal laws prohibiting employment discrimination, including sex discrimination and sexual harassment which violate Title VII of the Civil Rights Act of 1964.  In an EEOC October 29, 2009 Press Release at http://www.eeoc.gov/press/10-29-09.html , agency lawyers announced that an automobile dealership will pay $455,000.00 and provide substantial remedial relief to settle a sexual harassment lawsuit brought by the EEOC.  According to the Press Release, EEOC lawyers charged in the case that five female employees of the company were subjected to unwelcome sexual comments and conduct, including repeated requests for sexual favors and sexually explicit language in the workplace.  The EEOC contends that multiple salesmen and sales managers took part in the harassment over a period of several years.  As stated in the Press Release, the EEOC also maintains that the company retaliated against one of the women by firing her because she complained about the unlawful comments and conduct.  An EEOC lawyer quoted in the Press Release stated, in part, that “Many of the women involved in this suit were in their teens or early twenties when they worked at the dealership, where sexual harassment seemed to be the norm, and they felt they had no choice but to put up with it.”  EEOC lawyers filed the sexual harassment lawsuit after the EEOC first attempted to reach a voluntary settlement.  Further information about the EEOC and the laws it enforces is available at www.eeoc.gov . 

Whether employment related sexual harassment occurs in Beaumont, Galveston, Houston or elsewhere, victims of workplace sex discrimination may contact the EEOC or a lawyer to determine if a sexual harassment lawsuit is ultimately appropriate under the particular circumstances and facts of the potential employment discrimination claim.

Sexual harassment is a type of sex discrimination which violates Title VII of the Civil Rights Act of 1964, as well as state laws, and the United States Equal Employment Opportunity Commission (”EEOC”) is a federal agency which enforces federal laws prohibiting employment discrimination, including sexual harassment.  In an EEOC Press Release at http://www.eeoc.gov/press/10-21-09.html , agency lawyers announced that a California mental health rehabilitation center has agreed to provide $145,000 and take significant remedial measures to settle a federal discrimination lawsuit charging that a male supervisor subjected a group of female employees to a pervasive sexually hostile work environment for several years.  According to the October 21, 2009 Press Release, EEOC lawyers alleged in the lawsuit that the supervisor subjected nine women to a constant barrage of crude sexual comments and unwelcome physical touching.  As stated in the EEOC Press Release, the company failed to act on harassment reported to supervisors for eight months and its belated response was wholly inadequate.  EEOC lawyers filed the sexual harassment lawsuit after first attempting to reach a voluntary out of court settlement.

A Houston based delivery company doing business in Arizona has been sued by the U. S. Equal Employment Opportunity Commission (”EEOC”) in a sexual harassment and retaliation lawsuit, according to an EEOC Press Release at http://www.eeoc.gov/press/10-6-09b.html .   As reported in the October 6, 2009 EEOC Press Release, agency attorneys charge that the Houston company violated federal law by subjecting female employees to egregious verbal and sexual harassment and then punished them for complaining.  In this regard, the EEOC contends that management failed to take appropriate action to eradicate the harassment, although it was aware of it.  Agency attorneys further charge in the lawsuit that in one instance, a supervisor exposed himself to a female subordinate employee, and in another instance the same supervisor demanded sexual acts from a female subordinate after threatening to terminate her spouse’s employment.  The EEOC said that the victims complained to management and some were subsequently terminated as retaliation. 

Such alleged conduct violates Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination.  EEOC attorneys filed the sexual harassment lawsuit against the Houston company as the federal agency which enforces federal laws prohibiting employment discrimination, including sexual harassment and retaliation for complaining about it.  Further information about the EEOC and the federal laws it enforces may be found in the agency’s website at www.eeoc.gov . 

Whether workplace sexual harassment occurs in Houston or elsewhere, sexual harassment and 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 sex discrimination claim.

The Equal Employment Opportunity Commission’s (”EEOC”) New Orleans Field Office announced in a Press Release at http://www.eeoc.gov/press/10-2-09.html that agency attorneys filed an employment discrimination lawsuit against a Metairie, Louisiana transportation company, contending that the company violated federal law by creating a sexually hostile work environment for a female employee and then fired her in retaliation for complaining.  Sexual harassment and retaliation for complaining about it violate Title VII of the Civil Rights Act of 1964.  According to the October 2, 2009 Press Release, EEOC attorneys charge in the harassment and retaliation lawsuit that a bus driver was subjected to repeated unwelcome touching, sexually explicit remarks and jokes, and requests for sexual favors by the company’s owner.  As stated in the Press Release, EEOC attorneys further contend that the owner fired the employee after she refused to engage in sexual activity with the owner.  The company provides a bus service for the New Orleans Metropolitan area, and, in this regard, the EEOC charged as well that the owner subjected other female employees to the same sexually hostile work environment.  An attorney for the EEOC’s New Orleans and Houston Offices stated, in part, that the EEOC will protect these employees from sexual harassment in the workplace.  EEOC attorneys filed the lawsuit in Louisiana after first attempting to reach a voluntary out of court settlement.  Further information about the EEOC and the laws enforced by the federal agency may be found in the EEOC’s website at www.eeoc.gov .

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.”