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Monthly Archives: November 2012

IHOP Settles Sexual Harassment Action With EEOC

 And yet another, sexual harassment case for the International House of Pancakes (IHOP).

The Equal Employment Opportunity Commission in Albuquerque, New Mexico recently settled a sexual harassment case for $1,000,000 that was brought on behalf of a group of women, including teenagers, working for IHOP restaurants.  The harassment included sexual comments, sexual innuendo, and unwanted touching. The lawsuit alleged that the harassment caused some of the women to quit their jobs. 

As a result of the settlement, IHOP is required to implement policies and procedures that will provide its employees a work environment free of harassment and retaliation.   As a side note, I would be shocked to find out that IHOP did not already have such policies in place.  The real question is whether they were enforcing those policies.

Sexual harassment occurs when one employee subjects another to unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature.  

Not all offensive conduct rises to the level of actionable sexual harassment.  If you have questions regarding sexual harassment, you may call Rich Bradford at (813) 413-2402. 

 
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Posted by on November 13, 2012 in Uncategorized

 

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Employment Attorneys Share Election’s Potential Impact on Workplace Law

Stephanie R. Thomas, who writes the Proactive Employer Blog, has listed areas that may be affected as a result of the re-election of President Obama.  She noted that gender pay gap will continue to be a priority for the Obama administration.   She also pointed to the Equal Employment Opportunity Commission focusing on employment decisions that could have an adverse impact on certain groups.  See Obama’s Next Four Years: What it Means for HR and Employment Law for more details.

Daniel Schwartz at the Connecticut Employment Blog wrote a post entitled Four Potential  Employment Law Impacts of Obama’s Next Four Years. Some of his points are similar to Ms. Thomas’.  Among other things, he suggested that the Employment Nondiscrimination Act, which provides protection against discrimination based on sexual orientation, may become law within the next four years.  He also suggested that we should keep an eye on the National Labor Relations Board, which will continue to assert itself over the next four years.

Notably, both articles suggest a legal trend toward attitudes that would be more favorable toward employees.  Something tells me that Ms. Thomas and Mr. Schwartz’s assessments may be accurate.

 
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Posted by on November 8, 2012 in Uncategorized

 

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