Sexual harassment in the workplace can quickly contribute to a hostile work environment. On top of this injustice, those who report such misbehavior are many times retaliated against in many ways. This is when it is time for employment law experts such as Ty Hyderally to step in and take action. Both of these actions, sexual harassment and retaliation for reporting are in violation of employment laws that are in place. When these types of injustices occur, the U.S. Equal Employment Opportunity Commission (EEOC) steps in to litigate. In order to avoid such a big mess in the workplace, expert lawyers like Tayeb Hyderally work to inform businesses and workers of their rights and responsibilities as they pertain to employment law.
A jury just awarded $350,000 to three women who used to work at Endoscopic Microsurgery Associates which is a medical practice located in the Baltimore area. The women alleged that they were exposed to unwanted and unsolicited sexual advances by the company’s CEO. The EEOC’s suit states that Linda Lux, the company’s receptionist was repeatedly suffering unwanted sexual advancements which was creating a hostile environment in which she had to work. The company’s CEO, Dr. Mark Noar and its CFO, Martin Virga continually made sexually motivated advances toward Ms. Luz who kept on refusing the advancements. The practice then began to retaliate against her by disciplining her for nonexistent infractions in behavior and rescinding leave that had been approved before. Eventually these built up until she was terminated. Study coordinator Jacqueline Huskins and Nurse Kimberly Hutchinson both reported that they also suffered similar experiences and advances from both Virga and Noar.
The company and the EEOC could not reach a suitable settlement through the conciliation process. It went before a jury of 9 Baltimore residents who found unanimously that the ladies were entitled to compensatory damages in varying amounts from $4,000 to $110,000. Each of the women also received $110,000.
This is a very significant verdict as it sends a message to those in high positions. It lets them know that just because they work at a high level in a reputable company; it does not mean that they are exempt from employment laws. They must continue to treat other employees in a professional manner. Cases such as these help remind companies how important it is for sexual harassment policies to be in place in their company. Their employees should know how, where and to whom these types of behaviors must be reported. They must also realize that retaliatory actions for reporting an incident such as this will be penalized.
The EEOC is the government agency which has the responsibility of enforcing Title VII of the Civil Rights Act of 1964. They work with lawyers such as Tayeb Hyderally to prepare companies for these types of situations. Employment law specialists such as Ty Hyderally can help companies develop policies which inform employees of their rights and responsibilities in dealing with sexual harassment and retaliatory actions for reporting in the workplace.
sexual harassment in the workplace
Expert lawyers are often called upon to represent victims who have been subjected to sexual harassment in the workplace. To make matters worse there are many cases in which the victim also suffers retaliatory actions simply for reporting the incident. Tayeb Hyderally is an employment law expert who has many years of successful litigation in cases involving employment law including sexual harassment and retaliation for reporting.
It is imperative that companies have a solid plan of action in place for instances in which these types of allegations are made. Attorney Ty Hyderally offers companies his expertise on the matter and can help them develop appropriate policies which can protect both employees and employers in these types of instances. Companies which do not have policies in place can have a very complicated situation on their hands which could have been avoided if policies had been created to intervene.
Recently one such case involving both sexual harassment and retaliation for reporting reached a settlement. Three women were employed by Holiday Inn Express located in Simpsonville, South Carolina. They alleged that one of the general managers had sexually harassed all three women. The harassment included inappropriate sexual remarks, unsolicited and unwanted advances and improper touching. This had created a hostile work environment for the women. One of the women filed a complaint with the hotel chain but they failed to take proper steps in responding in a timely manner to the complaints. The company neither investigated nor tried to put an end to the ongoing harassment.
After the woman complained about the sexual harassment, she was terminated. The firing was done by the general manager who was the subject of the harassment allegations. The EEOC maintained that this termination was retaliatory in nature. The EEOC also brought suit against two more companies who are responsible for managing and operating the hotel. These two companies settled with the EEOC and as part of the settlement the companies must make a monetary payment of $90,000 to the victims which will split the money amongst themselves. The companies are also agreeable to taking appropriate steps so that sexual harassment will be prevented in the workplace. As part of the agreement the companies must redistribute their policies on sexual harassment and require annual training on sexual harassment as well as retaliatory actions. All of the hotel’s managers, employees and supervisors must attend this training each year. The companies also have to report any further complaints or allegations of sexual harassment directly to the EEOC.
Sadly enough these types of cases happen frequently. Companies are forced to comply with Title VII of the Civil Rights Act of 1964 which declares that retaliation for reporting an incident is unlawful. Tayeb Hyderally prepares for speaking engagements in which he informs companies and employees how these types of situations can be completely avoided. He also shares his legal expertise to inform them of how to prepare policies that will protect company officials and employees in such cases. Companies should not only have policies regarding sexual harassment in place but also ensure that these policies are easily available to employees at any time.