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Sexual Harassment and Students

Thursday, February 05, 2015

According to one survey, as many as one in three students report being sexually harassed at work. For students, part-time work or internships do expose them to a life full of opportunity. However, they can also expose them to the risk of sexual harassment.

Harassment involving student interns and part time workers is not exactly unheard of. In fact, a number of companies are coming under the scanner for their exploitation of student workers. Interns are often unpaid, and this means that they are very often financially exploited by employers. Apart from financial exploitation, a student may also be in danger of sexual harassment.

For many college students, being in a workplace is exciting, but also a very lonely time because they do not have friends at work. They also do not know that they have rights. For instance, if you are currently an intern, or in a part-time job, and are being harassed, there are steps that you can take to protect your rights. File a complaint with your employer if you are facing discrimination or harassment in the workplace. File a complaint with the Equal Employment Opportunity Commission. Speak to a California employment lawyer about your options. Students must know that they have protections against retaliation for reporting the harassment.

Any company that accepts internships must have strong anti-sexual harassment policies in place to protect interns. All those policies must be contained in an internship manual that is distributed to all new interns at the time of the internship cycle.

Employers must also make sure that any harassment that is targeted towards interns is immediately punished. Letting harassment go just because the target is an intern could actually place a company at risk of a lawsuit. Many interns are now filing lawsuits based on such exploitation and harassment.



Lawmaker’s Aide Files Sexual Harassment Lawsuit

Friday, December 05, 2014

A former aide to US Representative Blake Farenthold, R-Texas is suing the lawmaker, alleging that she was wrongfully terminated, and that she was frequently subjected to sexual harassment in the workplace.

The lawsuit has been filed by Lauren Greene, who worked as a new media director and communications director at the office of Representative Blake Farenthold. According to the allegations, she was subjected to sexual harassment and other forms of undesirable behavior in the workplace. Her former employer, she says, regularly drank excessively, and at one point, informed one of his staff members that he frequently had sexual fantasies about Greene.

He once told her, according to the lawsuit, that she had something on her skirt, trying to imply that she had semen on her skirt. In fact, according to the lawsuit, he frequently made comments like this that were designed to harass her, and to gauge if she would be interested in a sexual relationship with him.

The lawsuit names harassment, not just by the lawmaker, but also by his Chief of Staff. She claims that she once complained to Representative Farenthold about the Chief of Staff’s behavior towards her, calling him harassing and condescending. the Representative told her to stand up for herself, and that he would support her. Less than a month after that meeting, she was fired.

Farenthold is currently serving out his third term in Congress. The lawsuit is claiming unspecified damages.

Sexual harassment in the workplace can take any number of forms. From lewd gestures and off-color jokes, to outright assault, such harassment can occur in any number of forms that are designed to make you feel uncomfortable and intimidated. If you are facing sexual harassment in the workplace, you have rights under the law that you can protect. Speak to a California sexual harassment lawyer about your options.



New California Law Protects Workers from Sexual Harassment

Monday, September 01, 2014

A recent report that focused on widespread incidences of sexual harassment involving farmworkers in California guided the design of a new bill which was recently signed into law by Governor Jerry Brown. The bill makes California one of the first states in the country to enact sexual harassment laws that protect farm workers from abuse.

The investigative report by University Of California Berkeley journalism students groups and other agencies spotlighted the high rates of sexual abuse involving farmworkers in picking, packing and other farm activities.

Under the law, liability for protection of farmworkers will be placed on a third party, who provides temporary farmworkers to agricultural employers. The new law will mandate training for supervisors who are required to undergo sexual harassment training at least once every two years.

Migrant female workers are unwilling to report these incidents of sexual harassment. Many of them consider themselves fortunate to be able to work in the country, and decide that reporting any kind of abuse or harassment is simply not worth the consequences. Women are often afraid of reporting these crimes, because these are often undocumented immigrants who are at risk of being deported.

Incidents of sexual harassment may not be as widespread, but still do occur in other workplaces across the country. Lewd jokes, inappropriate gestures, obscene e-mails, and inappropriate comments made in passing, all of these can constitute sexual harassment. If you have been subjected to any type of obscene, inappropriate behavior or language in the workplace, you may have rights to file a complaint. Speak to an employment lawyer in California about how you can protect your rights.



University to Pay More Than $ 1 Million to Settle Sexual Harassment Lawsuit

Friday, November 01, 2013

Alabama State University will pay $ 1.1 million to settle a sexual harassment lawsuit that was filed by three former employees of the college. The three former employees claimed in their lawsuit that two administrators at Alabama State University, including a chief executive officer and an executive director subjected them to sexually harassing practices in the workplace.

The men made several inappropriate and sexually charged comments against the women, and promoted a hostile work environment. One of the defendants, who happens to be black, routinely used the N- word. The defendant also used the N- word to refer to the seven-year-old son of one of the plaintiffs. In one case, a defendant asked one of the plaintiffs, to dance for him, and also inappropriately touched her.

The plaintiffs also said that in spite of making several complaints to the Alabama State University human resources department, no action was taken against the two men. Employees were also threatened against participating in an investigation by the Equal Employment Commission against one of the defendants on the basis of the complaints against him.

Now, Alabama State University has agreed to pay $ 1.1 million to settle the sexual harassment lawsuit. Last year, the three plaintiffs also received a $ 1 million jury verdict in their favor. The verdict is likely to raise a lot of questions in that state, especially considering that the Alabama State University is largely funded by public money. The fact that these allegations of sexual harassment were made over a period of time, involved multiple claimants, and that these allegations were ignored by university officials is also likely to be spotlighted.



Sexual Harassment Victims Often Subject to Condemnation

Friday, November 09, 2012

Persons, who are subjected to sexual harassment in the workplace, may also be subjected to condemnation from others, who believe that they would be much more confrontational if they were in a similar experience. An interesting new study provides interesting clues to California sexual harassment lawyers on how people react when confronted with sexual harassment.

The study conducted by researchers at the University of Notre Dame finds that when most people are confronted with sexual harassment, they simply do not stand up for themselves as strongly as they predict they will. Because they are unable to stand up for themselves as strongly as they believe they would have had, they are much more willing to condemn passive victims of sexual harassment.

The study is titled Doubled Victimization in the Workplace: Why Observers Condemn Passive Victims of Sexual Harassment. In the study, the researchers offer the theory that many victims of sexual harassment are simply not able to confront the harassment of the harasser as strongly as they believe they will. However, these same people are much more likely to be very condemning of other passive victims of sexual harassment, who do not stand up for themselves.

As part of the research, the researchers conducted several studies. In the first 2 studies, participants insisted that they would be much more confrontational in the face of sexual harassment than passive victims. The researchers found that this kind of attitude typically leads to condemnation and judgment of other passive victims. That kind of condemnation could include a failure to work with the victims of sexual harassment.

In the rest of the studies, the researchers identified the failure to understand what might possibly lead victims to become passive in the face of sexual harassment, and aimed at reducing condemnation of passive victims of sexual harassment.



Chick-Fil-A Has History of Workplace Discrimination

Monday, August 06, 2012

Fast food chain Chick-fil-A has recently been in the spotlight due to its anti-gay policies, and strong support for anti-gay groups. However, the chain’s position against homosexuality is not the only kind of discrimination that Chick-fil-A has been guilty of. A look at the chain’s history will show any California employment lawyer that Chick-fil-A has a poor record where workplace discrimination is concerned.

A look at the company’s history shows that Chick-fil-A has been sued at least 12 times since 1988 alone based on workplace discrimination and sexual harassment. In one lawsuit that was filed in 2002, a former restaurant manager at the chain, who happens to be a Muslim, sued the chain, alleging that he was fired because he did not participate in a Christian prayer meeting. That lawsuit was settled.

Recently, a former female employee at Chick-fil-A in Georgia filed a lawsuit against the chain. Her lawsuit alleged that she and other female employees were subjected to gender discrimination. According to her lawsuit, during her stint as a general manager at one of the chain stores, she was frequently subjected to remarks that as a mother, she should be at home with her children, and not working.

Her lawsuit alleged that there was a specific pattern of discrimination against women at the chain. One manager at the Georgia restaurant was demoted after she had her baby, and was replaced by a man. Several other women have also alleged that the Georgia restaurant demoted them without any cause.

In California, another lawsuit filed against a Chick-fil-A restaurant alleged sexual harassment. According to plaintiffs, when they took their complaints of sexual harassment to the owner of the restaurant, they were fired, and reported to immigration authorities in an attempt to have them deported from the country.





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