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Monthly Archives: June 2013

Paula Deen’s Deposition Transcript

What did Paula Deen say to Ms. Jackson’s attorneys? In case you are interested, here is a link to Paula Deen’s Deposition Transcript.  By the way, the Food Network decided that it will not renew her contract, which expires at the end of this month.

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Related Posts:  Paula Deen Sexual Harassment Update – “They’re Just Jokes;” Sexual Harassment: Managing the Mess Created By Paula Deen’s Bubba

 

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Paula Deen Sexual Harassment Update – “They’re Just Jokes”

“Want to hear a funny joke”

A year ago, I posted on problems at Paula Deen’s restaurants.  One of her former managers brought a lawsuit raising allegations of racial discrimination, racially insensitive language, and sexual harassment.  Immediately after the allegations came to the surface, Deen’s attorneys denied any wrongdoing.  Soon thereafter, Deen’s popularity continued.  Going through supermarkets you see her on the cover of magazines.  Personally, I do not watch cooking shows, but I suppose she has continued to make television appearances.

Now, nearly a year later recent reports suggests that there is merit to the former manager’s claims.  The manager’s attorneys have taken the deposition of Ms. Deen and in the course of the deposition, she has made shocking admissions.  She indicated that she was aware that her brother, a business partner, is into porn, her brother has problems with alcohol, and he uses cocaine.  This is not a very good combination if you are a business owner.

Ms. Deen also admitted to using the “N Word,” by responding “yes of course.”  I suppose she was suggesting that everyone talks that way.  No Paula, we don’t.  She testified that she tells black jokes, Jewish jokes, and redneck jokes, then added that she cannot determine what offends another person.

In writing this, I am certainly not advocating ultra sensitivity, but she has to be more intelligent than this if she wants to continue to run a business.  Many corporations will devote an entire day annually training their supervisors and managers on discrimination and harassment.  Unfortunately, Ms. Deen has failed to read the memo.

Given these facts,  (and these are now facts, not mere allegations) I wonder how her attorneys were unable to persuade her to reach a settlement with the former manager.

Do you need an attorney to discuss discrimination, harassment or labor and employment law, call Rich Bradford at (813) 413-2402.

See also:  Paula Deen Admits Use of N-Word & Making Racial Jokes at Deposition;Sexual Harassment: Managing the Mess Created By Paula Deen’s “Bubba”;Paula Deen Racist Deposition Stuns the Web

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Fifth Circuit Rules Firing Breastfeeding Mom May be Discrimination

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The U.S. Court of Appeals for the Fifth Circuit recently ruled that firing a woman because she is lactating or expressing milk is unlawful sex discrimination under Title VII of the Civil Rights Act of 1964.

The Equal Opportunity Commission (“EEOC”) filed suit on behalf of Donnicia Venters against her former employer Houston Funding II, LLC.  The suit was based on the Pregnancy Discrimination Act because Venters alleged that her employer fired because she needed to breast feed her child.  (For background see:  Did Judge Get this Right? – Breastfeeding is Not Pregnancy Related).    The district court or trial court entered summary judgment in favor of Houston Funding II and the EEOC filed an appeal.

On appeal, the Fifth Circuit considered, “whether discharging a female employee because she is lactating or expressing breast milk constitutes sex discrimination in violation of Title VII.”  Reversing the district court, the Fifth Circuit answered the question in the affirmative.

The Court found that lactation is a physiological condition distinct to women who have undergone pregnancy.  Therefore, under Title VII and the Pregnancy Discrimination Act, firing a woman because she is lactating or expressing milk is unlawful sex discrimination, since men as a matter of biology could not be fired for such a reason.  As a result of the Fifth Circuit’s decision, Ms. Venters will be able to have her day in court.

If you have questions about employment discrimination or labor and employment law, give Rich Bradford a call at (813) 413-2402.

 

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