The United States Equal Employment Opportunity Commission filed a lawsuit against an airline, which it alleges subjected one of its female employees to a sexually hostile work environment and then retaliated against her after she complained. The EEOC's lawsuit claims that company created an environment in which sexually explicit conversations occurred regularly. Male employees also suggested that she perform demeaning sexual acts, and they made repeated jokes about rape. After the employee complained about this hostile work environment, the airline retaliated against her by putting her on an indefinite leave, which lasted months before she finally resigned, seeing no option to return to work. This alleged conduct is a violation of Title VII of the Civil Rights Act of 1964, which prohibits sexual harassment and retaliation for complaints of sexual harassment.
Wrongful Discharge: Cameron General Contractors, CHN Housing Partners, Expert Crane, Henkel, Learning Care Group, Maximus Human Services, MUY Hamburger, Service Companies, Sunoco
Employment Discrimination
Age Discrimination: Ag-Pro Ohio, Bremec Garden Centers, Burger King, Claddagh Irish Pub, Compass Group USA, Guitar Center, Mr. Chicken, Paragon Systems, US Acute Care Solutions, Vista Springs, West Park Academy
Employment Contract
Ohio is an employment-at-will state, which means that, in the absence of a written employment agreement or a collective bargaining agreement, either the employer or the employee can terminate employment for any reason that is not contrary to law.
Employment Litigation
Lint v. South Euclid Childcare and Enrichment Center, LLC (Cuyahoga County Common Pleas Ct.) (judgment for plaintiff in case involving employee being required to work during lunch hour but not being paid any wages for lunch hour, and employee not being paid overtime despite working more than 40 hours a week)
Non-compete Agreement
Severance Agreement
Sexual Harassment
Employers may not engage in unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct that affect a person's employment, work performance, or creates an intimidating, hostile, or offensive work environment. Sexual harassment charges can be made by either gender and do not need to be made against the opposite sex.
The U.S. Equal Employment Opportunity Commission recently settled a lawsuit against a headhunting company, Jivaro Professional Headhunters. The EEOC's lawsuit claims that the company discriminated against one of its employees, who worked for Jivaro as a senior technical engineer, and then later retaliated against her. The lawsuit alleged that the employee was hospitalized and fired because of that hospitalization. In addition, after she filed her EEOC charge, the company retaliated against her by giving prospective employers misleading and negative job reviews and further retaliated by filing a lawsuit against her, because she filed a Charge of Discrimination with the EEOC. Such actions are prohibited by the Americans with Disabilities Act, as amended, which prohibits discrimination against an employee due to their disability and which further prohibits retaliation for complaints, including the filing of an EEOC charge, of disability discrimination.