Plaintiff ROCIO DIAZ O’ROURKE (hereinafter “O’ROURKE”) complains pursuant to the laws of the State of New York and the Administrative Code of the City of New York, seeking damages to redress the injuries Plaintiff has suffered as a result of a hostile work environment, along with being harassed and discriminated against by her employer on the basis of her race, national origin, and age.
In this instance, Griffith would not be sheltered from retaliation under the traditional state and federal whistleblower laws. Federal laws generally protect those that disclose fraud against the government and state law NY Code 740 covers private sector and only when the complaint has been brought to the supervisor first. In the complaint against the State of New York et al the District Court ruled that Griffith’s first amendment rights and first amendment retaliation claims would not be summarily dismissed.
STATEMENT OF FACTS: Sheila White interviewed with Marvin Brown and obtained a job as a “track laborer” with Burlington Northern & Santa Fe Railway Company. Shortly after her hire date, however, she assumed forklift operator duties. This new assignment still fell under the “track laborer” position description, and White occasionally performed those duties although her primary responsibility was operating the forklift. Three months into her new job, White complained to the company that her immediate supervisor was sexually harassing her on the job. He was temporarily suspended and required to attend sexual harassment training. White was then informed that she was being reassigned to track labor duties only. White
I do not understand why Felicia Hendrix, Probation Officer Manager would encourage an employee to write a letter making false statements, defaming my character of being a racist so that she can gain supervision of training Ms. Amibeth Grandy. This is a form of retaliation, hatred blatantly toward me. These allegations are extremely hurtful. I treat everyone the same regardless of their gender, race or nationality with professionalism and fairness.
To begin I will start trying to determine my thoughts on the outcome of the case by first stating what the courts definition of sexual harassment is. “Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964”. “Title VII of the Civil Rights Act of 1964 is a federal law
In December 1998, while working at the Bally facility in Bensonhurst, Brennan received a fax requiring her [**5] attendance at an educational meeting about sexual harassment to be held at the Sheepshead Bay facility (the "1998 Meeting" or "Meeting"). See Brennan Aff. P 8; Tr. at 12. About twenty Bally employees attended the meeting. See Tr. at 14. At the meeting, the employees were shown a video depicting incidents of sexual harassment. See Brennan Aff. P 9; Tr. at 16. Fred Infante, the Bally attorney who had investigated Brennan 's complaint earlier that year, ran the meeting. See Brennan Aff. P 9; Tr. at 15.
Suders then resigned from the force and sued the Pennsylvania State Police in Federal District Court, alleging, that she had been subjected to sexual harassment and constructively discharged, in violation of the Title VII of the Civil Rights Act of 1964. The District Court granted the PSP's motion for summary judgment and held that the PSP was not liable for the supervisors conduct. Suders hostile work environment claim was untenable as a matter of law because she unreasonably failed to benefit herself of the PSP's internal anti-harassment procedures.
In what may be the most bewildering court ruling ever produced, “The court held that the complainant’s refusal to have sexual relations with her supervisor, and the resulting elimination of her job, was not discrimination. Rather it was due to ‘the subtleties of an inharmonious personal relationship’” (Gregg, pg. 304,
A. Plaintiff, Beth Ann Faragher, has brought action to her employer, City of Boca Raton- Bill Terry and David Silverman. Plaintiff claims that she was sexually harassed by her immediate supervisors during her employment, which was a violation of Title VII and other state and federal laws. Plaintiff also claims that the sexual harassment she endured by the defendants created a sexually hostile environment. Plaintiff is also suing Terry for battery and the City for negligent retention and supervision of Terry
Charges of workplace discrimination is said to be at an all time high. During the 2015 fiscal year the U.S. Equal Employment Opportunity released information that claims there were more than 89,000 charges filed for workplace discrimination. One of the top ten charges is said to be retaliation, which had an estimate 39,757 cases in 2015, which is 44.5 percent of all charges filed. Retaliation is said to be in violation of the Title VII of the Civil Rights Act of 1964, For the purpose of this research paper I will provide the understanding of both Acts, while also taking a case that deals with to provide the basis of the case, the findings, and the outcome of the charges.
Recently, there was a controversy about Philadelphia Parking Authority Interim Chief Clarena Tolson hiring her daughter’s roommate, Talasia Garner as one of the new employees. According to Halbherr, he describes Tolson’s unethical behavior as “a slap in the face” because Garner receives a $48,578 yearly job with no efforts. Her actions are unacceptable because this is not fair for the rest of the employees. The sudden appointment of Talasia Garner as the new administrative assistant has led to a lot of problems. Despite the fact that people expressed their disapproval, she believed Garner is a suitable candidate because she has the qualifications for the job. However, there was no information about Garner’s previous employment that prove she
GIlbury and Lewiston worked together for several years. Their relationship was “cooperative”. Gilbury reported their relationship began to change and Lewiston’s behavior was “out of the ordinary”. The EEOC’s definition of sexual harassment was his actions “created an extremely sexually hostile environment” Many coworkers stated Lewiston was a “lonely” guy. Lewiston sent Gilbury several cards on different occasions one card accompanied with roses. He also asked her to lunch on 2 different occasions which she responded no to both times and told Lewiston she is “a happily married women”. One card stated “I hope you can
Lisa Baxter has been encountering sexual harassment issues in the business and she thought she was the only one, until she found out that also other women in the organization are getting sexually harassed and so she decides to speak up