Male Hooters Case

In corporate America, sexual harassment is a huge concern amongst many organizations. The matter of sexual harassment is an issue that needs to be immediately attended to in

What occurred in the Rivera Vineyards, Inc. case are violations of human rights and employee rights at the workplace. Numerous female employees of Rivera Vineyards, Inc. reported being harassed in various ways. The harassment included, breast grabbing,

Derrick L. Kincade, a former software implementation consultant for PROS, Inc. ("PROS"), claims the company violated chapter 21 of the Texas Labor Code by (1) withdrawing an alleged promotion he had received based on his race (African American); (2) creating a hostile work environment based on two racially offensive notes he anonymously received at work; (3) retaliating against him for having filed an EEOC charge of discrimination by not allowing him to continue to work from home and by requiring a doctor's note for an absence; and (4) after securing other employment and giving two weeks' notice of resignation, by constructively discharging him. PROS is entitled to summary judgment on these claims under Tex. R. Civ. Proc. 166a(c) and 166a(i)

O’Neal and their hourly co-workers often joked with each other in a sexually explicit manner, including making offensive jokes and engaging in sex-related physical gestures. Upon learning of this behavior, LM Aero launched a separate investigation into conduct that might constitute sex harassment in the workplace. Of particular note, this investigation was not triggered by any complaints made by your client or his co-workers. Instead, it was initiated by management upon learning of these activities as part of the investigation into the physical altercation between Mr. Snyder and Mr.

The defense attorney’s responded to the allegations by stating that Mr. Horvath wanted to take over the company, thus fabricating the incidents of theft and misappropriated funds. The defense also was very quiet in terms of talking to the media, thus not commenting about various aspects of the case. I thought this was a

The plaintiff sued the defendant, claiming that it was vicariously liable for his assault by Cerantonio. The defendant argued that since Cerantonio was engaging in unauthorised conduct, the defendant could not be liable. The matter in contention was whether the assault was conducted in the course of employment.

The significance of this case revolves around the “supervisor(s)” liability rule under the Title VII. The rule under the Title VII act clearly states that employer’s liability for workplace harassment depends upon the status or job title and duties of the harasser. Summarizing that if the harasser is a co-worker the employer will only be held accountable if negligence in diffusing the intense and awkward work conditions was found on their part. However, if the harasser is a supervisor, (has the power to change employee work status i.e. hire, fire, etc.), and the harassment results in tangible actions towards the employee such as changes in duties, benefits, etc… the employer is totally liable. On the other hand, the employer is not liable if corrective measures and procedure were provided on the companies end, or if the plaintiff ignored or disregarded corrective measures provided by the employer.

Hernandez led the clients to believe he handled their workers compensation policies that provided insurance coverage for their employees. Each company was issued a fake insurance policy certificate that gave the false appearance of being a valid form of insurance company.

However, within the criminal justice system are particular areas of concern when it comes to sexual harassment. Inmates and others held in custody, for example, have the right to sue for sexual harassment according to federal statutes (Rubin, 1995). Consider the El Paso Police Department which is governed by the city of El Paso, Texas. The policy is included in the City of El Paso Employee Handbook which is accessible online. It is a concise policy that defines sexual harassment, gives examples, and explains consequences. It also includes procedures for reporting violations. The policy appears to apply only to city employees and clearly states that harassment and discrimination within the agency will not be tolerated (“Employee Handbook”,

In the court cases Madrid v. Homeland Security Solutions, Inc. the plaintiff, Kelli Madrid, reported that she was slapped in the butt, and the proceeded to walk away. “Therein, [the] plaintiff claims the defendant created a hostile work environment

He reported the issue to his direct supervisor, Sophia Darling, asking her to address the situation. Darling then fired him stating that he engaged in disrespectful and insubordinate conduct. The Board of Directors also stripped him of his officer position. Waddell then filed a lawsuit against the company alleging breach of an implied contract under the whistleblower policy.

The employees must be able to file complaints either by the phone to the HRD or through the company’s website. 2. Every employee at all levels of the company should receive training to review the sexual harassment policy and keep records of those training sessions and have the employee sign with date stating they attended and also understood the training. I also think that this should be done on a yearly basis (mostly during recruiting process) and all those records must be maintained by the Human Resources Department. 3. The company’s website should be tracked at the end of every night to determine if there were any unresolved issues. If the employees are be unable to file a complaint even with these different ways available and with the exclusive anonymity option provided by the employer, then the company cannot not be held liable and the employer is reasonably free of vicarious liability for the actions of its

Lizarrage, had said to the EEOC about me that I invited her for drinking and that I go to alcoholic bars after store hours. She had also wrongfully claimed that I want sexual advance, persuading other females employees into having sex with my friends.

The federal agency filed suit in 2011, later amending its complaint to charge that at least 10 female staffers were sexually harassed by several male employees, including managers. The EEOC alleged that the managers subjected employees to sexual comments, language and advances, and unwelcome physical contact. The agency further alleged that some employees were subjected

Did the HR Director (“HR”) engage in quid pro quo sexual harassment by saying “if you come out with me for a good time I can just about guarantee the job”? Is the company (“Company”) liable for the sexual harassment of the employee the HR Director?