Category: retaliation

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Racial Harassment & Discrimination at LM Wind Power: A Closer Look

Racial harassment and retaliation in the wind power industry, contact Helmer Friedman LLP.

LM Wind Power, Inc. Agrees to Pay $125,000 in Racial Harassment and Retaliation Lawsuit

A troubling incident at the Grand Forks office of LM Wind Power, Inc. has led the company to agree to a $125,000 settlement in a racial harassment and retaliation lawsuit. The case centers on a Black employee who endured a persistently hostile work environment, shedding light on the entrenched racial prejudice that still permeates certain sectors of corporate America.

While LM Wind Power’s website professes a commitment to balancing profitable growth with integrity and environmental stewardship, the claims of alignment with human rights starkly contrast with the experiences of racial harassment, a toxic workplace atmosphere, and retaliation faced by Black employees at the Grand Forks location.

“Title VII protects employees from race discrimination and guarantees them the right to work in an environment free from racial insults and threats,” stated Greg Gochanour, regional attorney for the EEOC’s Chicago District Office. “Employers have an obligation to address and rectify offensive conduct, and the court decree today will help ensure a safe and respectful work environment for LM Wind Power’s employees.”

It is crucial to recognize that a racially hostile work environment is not only illegal but also profoundly damaging to both the affected individuals and the overall workplace culture. More importantly, such an environment tarnishes the reputation of the company. According to Title VII of the Civil Rights Act of 1964, “It shall be an unlawful employment practice for an employer… to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual’s race, color, religion, sex, or national origin.”

The Black employee at LM Wind Power, who faced relentless racial slurs, threats of violence, and retaliatory actions after reporting the harassment, became a victim of this legal breach. Despite his appeals for help, the company’s leadership failed to address the situation effectively, resulting in severe repercussions.

The effects of racial harassment, a toxic work environment, and retaliation are deeply felt, both physically and psychologically. Victims can experience heightened stress, depression, anxiety, and diminished self-esteem. They may feel helpless, distracted, or fearful, which adversely impacts their performance and overall well-being.

The director of the EEOC’s Chicago District Office, Amrith Aakre, said, “It is critical that employees feel free to report or oppose illegal discrimination without fear of retaliation. Terminating an employee for reporting discrimination is illegal, and the EEOC will continue to vigorously enforce this law.”

The repercussions of such incidents extend beyond the individual; they create a culture of fear and discomfort among other employees, leading to decreased productivity, morale, and job satisfaction. On a larger scale, it can irreparably harm the company’s reputation, resulting in the loss of business opportunities, customers, and the trust of shareholders and the public.

Although LM Wind Power has taken steps to mitigate future occurrences by providing monetary damages and back pay to the affected employee and implementing training to prevent future discrimination, the damage is already done. This incident serves as a cautionary tale for employers about the vital importance of fostering an inclusive and respectful workplace and the potentially damaging consequences of failing to promptly and adequately address racial discrimination and harassment.

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9 Years of Hell – Ethnicity Discrimination at UAB

Nationality Discrimination & Harassment is illegal. Helmer Friedman LLP Los Angeles Nationality Discrimination lawyers.

The University of Alabama at Birmingham has been ordered to pay nearly $4 million to Dr. Fariba Moeinpour, an Iranian-born former cancer research scientist, who alleged that she endured nearly a decade of harassment from a co-worker due to her nationality. Dr. Moeinpour, now 62 years old, filed a lawsuit against the university in October 2021, claiming the harassment was a daily occurrence and that the institution consistently ignored her complaints.

Dr. Moeinpour is a naturalized U.S. citizen who began her tenure at the UAB lab in February 2011. Unfortunately, her employment was terminated in February 2020 following a confrontation with her supervisor. The co-worker accused of harassment, identified in court documents as Mary Jo Cagle, allegedly made derogatory comments about Dr. Moeinpour’s name, referring to it as a “weird a** name,” and even told her to “go back to Iran.” In a particularly alarming incident, Cagle is accused of driving her vehicle toward Dr. Moeinpour and her daughter in the UAB parking lot while brandishing a firearm and hurling racial slurs at them.

In a further troubling development, after Dr. Moeinpour reported the harassment, her supervisor, Clinton Grubbs, who is not named in the lawsuit, allegedly dismissed her concerns by stating he was powerless to act against Cagle due to fears for his safety. He reportedly claimed that taking action could lead to severe repercussions, including losing his job or even facing harm. Grubbs allegedly suggested that Cagle was associated with the mafia and recounted a disturbing incident where four men showed up at his home to intimidate him after he threatened to fire Cagle.

The lawsuit details a disturbing account where Dr. Moeinpour sought help from Grubbs regarding the lack of action taken against Cagle. Instead of providing support, Grubbs reportedly called the police, indicating he would damage her reputation. He claimed that the discussions regarding her complaints were merely “his word against hers.” When Dr. Moeinpour insisted that she could prove her case, Grubbs allegedly physically assaulted her, grabbing her by the chin, knocking her down, and injuring her face in the process. He then reportedly fell on top of her and restrained her, leading her to slap him in self-defense.

When a UAB police officer arrived at the scene, Dr. Moeinpour admitted to hitting Grubbs in an attempt to stop his assault. Instead of addressing her claims, the officer escorted her out of the building, and she reportedly fainted when informed she was being arrested. Upon regaining consciousness, Dr. Moeinpour found herself restrained to a gurney in the emergency room, with both her ankles and wrists handcuffed. She was subsequently taken to jail and held overnight, which added to the distress of her situation.

In the police report filed by UAB, Dr. Moeinpour was characterized as an “out of control” aggressor. However, Grubbs surprisingly informed the police that he did not wish to press charges and mentioned that he and Dr. Moeinpour had been in a relationship over the past year, which she firmly denied, asserting they had never been romantically involved. Ultimately, Dr. Moeinpour was terminated from her position on February 13, 2020, for alleged violations of the university’s policy against fighting and absenteeism, despite her claims of being assaulted by Grubbs and without any investigation into her allegations or consideration of evidence.

Throughout the four-year trial, witness testimonies and audio recordings that supported Dr. Moeinpour’s claims were presented to the jury. One key witness, a mall security guard, recounted an incident where Cagle followed Dr. Moeinpour and her daughter around the mall, subjecting them to racial slurs. Dr. Moeinpour’s legal team also provided documentation showing her persistent attempts to report the harassment to human resources over the years.

The federal jury ultimately determined that Cagle acted with “malice and reckless indifference” toward Dr. Moeinpour’s federally protected rights based on her nationality. The jury ruled that the university’s decision to arrest Dr. Moeinpour constituted an “adverse employment action.” On Monday, the jury mandated that UAB pay Dr. Moeinpour $3.8 million, while Cagle was ordered to pay her $500,000 in compensatory damages and an additional $325,000 in punitive damages.

Reflecting on her ordeal, Dr. Moeinpour expressed the emotional toll this experience had taken on her life, stating, “Day and night, I was looking for a job, any job, but nobody would hire me because my name was tarnished. Now, my good name has been restored.” In response to the verdict, UAB spokeswoman Alicia Rohan emphasized that the university “does not tolerate harassment, retaliation, or discrimination of any kind.” However, she also indicated that the university disagrees with the jury’s verdict and is “considering next steps” in the legal process.

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Persistent Workplace Discrimination and Retaliation

Sexual harassment causes long term damage to the victims psyche.

Discrimination in the Workplace Persists

Discrimination in the workplace is an ugly truth that still prevails despite the numerous laws and regulations designed to combat it. Companies that engage in discriminatory practices harm not only the affected employees but also the overall workplace environment. What’s worse, many of these organizations resort to retaliation against those brave enough to speak out or investigate discrimination. This article aims to shed light on these issues, providing valuable insights and actionable steps for workplace equality advocates and HR professionals.

Understanding Workplace Discrimination

Workplace discrimination manifests in various forms, each with unique challenges and consequences. Understanding these types is crucial for addressing them effectively.

Gender Discrimination

Gender discrimination remains a significant issue in many workplaces. It includes unfair treatment based on one’s gender, which can lead to disparities in pay, promotions, and job opportunities. Statistics show that women, especially women of color, are more likely to experience workplace discrimination. For instance, according to a Pew Research Center study, 42% of working women in the U.S. have faced gender discrimination at work.

Racial Discrimination

Racial discrimination involves treating employees differently because of their race or ethnicity. This type of discrimination can severely impact an individual’s career progression and mental well-being. For example, a survey conducted by Glassdoor found that 61% of Black employees report experiencing or witnessing racial discrimination in the workplace.

Age Discrimination

Age discrimination typically affects older employees, who may be unfairly overlooked for promotions or forced into early retirement. The U.S. Equal Employment Opportunity Commission (EEOC) reported that in 2019, 21.4% of all discrimination charges filed were related to age.

The Reality of Retaliation

When employees report discrimination, they often face retaliation instead of support. This can take various forms, from demotion and job termination to subtle acts of intimidation, making it difficult for individuals to come forward.

Case Study 1: Pro Pallet

Pro Pallet, a Pennsylvania-based construction company, has been ordered to pay $50,000 to settle a lawsuit concerning discrimination and retaliation. The case arose when a human resources manager at Pro Pallet received a sexual harassment complaint against the company’s general manager. As she began investigating the matter, the president and owner of Pro Pallet reprimanded her for fulfilling her responsibilities, reallocated key job duties to other employees, and excluded her from company meetings.

Case Study 2: Hatzel & Buehler

In another case, Hatzel & Buehler, an electrical contractor, was mandated to pay $500,000 to settle an age discrimination lawsuit. The vice president of the New Jersey branch engaged in discriminatory recruiting and hiring practices by instructing recruiting firms to focus on younger candidates for project manager and estimator positions while outright refusing to hire older applicants who did not fit his preferred age range. The lawsuit also claimed that this vice president neglected to maintain records related to job applicants and hiring, violating federal law.

Case Study 3: Altman Specialty Plants

Altman Specialty Plants has been ordered to pay $172,000 to settle allegations of sexual harassment and retaliation. An investigation found that a supervisor at the company’s Austin, Texas, location subjected female employees to sexual harassment and maintained a sexually hostile work environment for an extended period.

Moreover, employees who reported the harassment faced retaliation, which created a chilling effect and rendered Altman’s Equal Employment Opportunity (EEO) policies and complaint procedures ineffective. Such conduct allegedly violates Title VII of the Civil Rights Act of 1964, which prohibits discrimination based on sex, including sexual harassment, as well as retaliation for participating in protected activities.

The Impact on Employees

Discrimination and retaliation have far-reaching consequences for employees.

Emotional Toll

The emotional toll of discrimination can be devastating. Victims often experience anxiety, depression, and a sense of isolation. This emotional strain can affect every aspect of their lives, from personal relationships to overall mental health.

Financial Impact

Financial instability is another significant consequence. Victims of discrimination and retaliation may lose their jobs, face demotions, or be forced to take lower-paying positions. This financial strain can lead to long-term economic challenges.

Professional Damage

Professionally, discrimination and retaliation can derail careers. Skilled employees may find their career progression halted, and the stain of being “a troublemaker” can follow them to future job opportunities.

The Role of Advocates and HR Professionals

Advocates and HR professionals play a pivotal role in creating safer, more inclusive workplaces.

Support Systems

Establishing robust support systems is crucial. HR departments should have clear policies and procedures for reporting discrimination, ensuring that employees feel safe and supported.

Training and Education

Regular training and education programs can help prevent discrimination. These programs should focus on raising awareness about different types of discrimination and the importance of diversity and inclusion.

Open Communication

Encouraging open communication is essential. Employees should feel comfortable discussing their concerns without fear of retaliation. Regular surveys and anonymous reporting channels can help identify issues before they escalate.

Strategies for Change

Combatting discrimination and retaliation requires a concerted effort from both companies and employees.

Legal Obligations

Companies must understand and adhere to their legal obligations regarding discrimination. This includes complying with anti-discrimination laws and promptly addressing any complaints.

Ethical Responsibilities

Beyond legal obligations, companies have an ethical responsibility to foster a respectful and inclusive workplace. This involves creating a culture where diversity is celebrated and discrimination is not tolerated.

Actionable Steps

  1. Policy Development: Develop and regularly update anti-discrimination policies. Ensure these policies are clearly communicated to all employees.
  2. Training Programs: Implement regular training sessions on diversity, inclusion, and anti-discrimination practices.
  3. Support Systems: Establish strong support systems for victims of discrimination and ensure that they have access to necessary resources.

Conclusion

Workplace discrimination and retaliation are pervasive issues that require immediate attention. By understanding the different forms of discrimination, recognizing the reality of retaliation, and taking proactive steps, advocates and HR professionals can make significant strides toward creating more equitable work environments.

The responsibility to foster a safe and inclusive workplace does not rest solely on the shoulders of HR professionals and advocates. It requires a collective effort from all levels of the organization, from top management to individual employees. Together, we can break the silence, address these issues head-on, and pave the way for a future where everyone feels valued and respected.

Let’s continue this conversation. Share your experiences and strategies for overcoming discrimination and retaliation in the workplace. Your insights could be the catalyst for change in other organizations.

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Iron Hill Brewery to Pay $115,000 in Race Discrimination and Retaliation Lawsuit

Race discrimination, retaliation, workplace violation lawyers of Los Angeles Helmer Friedman LLP.

Federal Agency Charged Restaurant Discriminated and Retaliated Against Black Employee

In a recent settlement, the current federal administration reaffirmed its commitment to protecting employees from workplace discrimination and retaliation. This time, Iron Hill Brewery of Buckhead, LLC and Iron Hill Brewery, LLC, a chain of breweries and restaurants across several states, found themselves in the U.S. Equal Employment Opportunity Commission (EEOC) spotlight.

According to the settlement, Iron Hill Brewery agreed to pay $115,000 and furnish other relief to settle a race discrimination and retaliation lawsuit. The suit alleged Iron Hill Brewery discriminated against an African American employee at its Buckhead location.

The employee, a sous chef-in-training, was allegedly dismissed due to his race and for reporting discrimination against women and Hispanic colleagues. An unmerited disciplinary action was swiftly followed by termination.

Under Title VII of the Civil Rights Act of 1964, such alleged conduct is prohibited. This significant law prevents employers from carrying out retaliation for engaging in protected activity and discrimination based on race.

Protected activity, as outlined in Title VII of the Civil Rights Act of 1964, encompasses various actions taken by employees to oppose discrimination or participate in proceedings related to discriminatory practices. In this particular case involving Iron Hill Brewery, the protected activity refers to the sous chef-in-training reporting instances of discrimination within the workplace. Specifically, the employee raised concerns about discriminatory behavior targeting women and Hispanic colleagues, which is considered a protected act under federal law. By voicing these grievances, the employee engaged in a legally protected activity aimed at confronting and challenging unfair treatment. Consequently, when the employee faced unwarranted disciplinary action and subsequent termination, it was alleged to be retaliatory—an illegal response to their protected activity of reporting discrimination.

In addition to the considerable financial settlement, the decree necessitates nationwide training for Iron Hill Brewery employees centered on Title VII’s prohibitions against race discrimination and retaliation. Iron Hill Brewery must also institute an anti-retaliation policy providing examples of unlawful retaliation in the workplace. These moves illustrate the seriousness of the situation and the serious implications of breaching Title VII of the Civil Rights Act of 1964.

The EEOC Atlanta District Office Regional Attorney, Marcus G. Keegan, opined, “This settlement sends a strong message that the EEOC will continue to vindicate the rights of individuals with the courage to come forward to report discrimination against themselves or others in the workplace.”

This case serves as a stark reminder of employees’ rights. If you believe that you or someone you know may be experiencing or witnessing race discrimination, harassment, or retaliation in the workplace, don’t hesitate to seek legal advice. Reach out to a lawyer in your area who specializes in employment law. Remember, everyone deserves a respectful and fair working environment.

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$200,000 to Clean Up a Hostile Work Environment of Sexual Harassment

The law ensures a workplace free from sexual harassment -Helmer Friedman LLP.

The settlement reached with The Cleaning Authority-Fox Valley underscores a pivotal moment in addressing workplace sexual harassment and retaliation

In a compelling tale of courage and justice, employees at The Cleaning Authority-Fox Valley, a cleaning service provider in eastern Wisconsin, stood up against the indignities and violations they faced at work.

“Sexual harassment violates the law, and this case shows despite all the public attention the issue has received, female workers remain vulnerable to harassment in the workplace because of their sex,” said Diane Smason, acting district director of the EEOC’s Chicago District.

The Cleaning Authority’s website boasts, “Professional Cleaning that leaves you stress-free.” However, this claim starkly contrasts with the experiences shared by employees, who describe a workplace riddled with stress and unfair practices. It’s ironic considering both the company’s promises and the reality depicted by its workforce. On one side, the company guarantees clients a spotless home and a worry-free experience, supported by meticulously crafted cleaning plans and eco-friendly products. On the other side, employee narratives highlight issues such as inappropriate touching, sex-based derogatory comments, and retaliation from management. Balancing these perspectives illuminates the complex nature of workplace dynamics within The Cleaning Authority-Fox Valley. Their bravery in confronting adversity and unfair treatment culminated in a significant victory for themselves and other employees facing similar hostile conditions. On September 28, 2023, the U.S. Equal Employment Opportunity Commission (EEOC) filed a lawsuit against The Cleaning Authority-Fox Valley, accusing the company of fostering a hostile work environment and retaliating against female employees who resisted sexual harassment.

“An employer cannot fire employees because they oppose sexual harassment or threaten them to deter them from complaining,” said Gregory Gochanour, regional attorney for the EEOC’s Chicago District. “Prosecuting such violations of Title VII is critical to ensuring the law fulfills its purpose.”

Imagine working a physically demanding job while enduring an employer’s inappropriate behavior and harassment. The job’s physical requirements are exhausting, demanding daily energy and endurance. The emotional burden of unwanted advances and improper conduct from an employer adds a distressing dimension to an already challenging situation. Employees often feel trapped, burdened by fear of retribution and a pervasive sense of helplessness. Against this backdrop, the significance of the employees’ actions at The Cleaning Authority-Fox Valley becomes evident; their resistance to harassment is a personal triumph and a beacon of hope for others in similar circumstances.

The lawsuit revealed instances of inappropriate touching, derogatory comments based on sex, and other harassing behaviors. Some employees felt compelled to quit their jobs, and one was even threatened into early retirement.

In a victory, The Cleaning Authority-Fox Valley agreed to pay $200,000 and provide additional relief to settle the lawsuit, as announced by the EEOC on May 15, 2024. However, the impact of their actions extended further. Under a three-year consent decree, The Cleaning Authority-Fox Valley will review, revise, and implement robust anti-discrimination policies prohibiting sexual harassment and retaliation.

As part of this agreement, all employees will receive in-person training on sexual harassment, with managers and supervisors receiving additional training. Furthermore, an external monitor will be appointed for the first year to receive and review complaints related to harassment and retaliation.

The courage displayed by the employees has led to a substantial settlement and driven systemic changes at The Cleaning Authority-Fox Valley. Their brave actions serve as a powerful reminder of the ongoing fight against illegal sexual harassment, retaliation, and hostile work environments that regrettably persist today.

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Bako Pays $50,000 Pregnancy Discrimination and Retaliation

Pregnancy discrimination lawyers Beverly Hills Helmer Friedman LLP.

Pregnancy discrimination laws provide robust protection for employees, defending them against termination due to pregnancy-related complications. This legal safety net was highlighted in the recent case with Bakotic Pathology Associates, LLC (Bako), which was involved in a lawsuit over allegations of pregnancy discrimination and retaliation. The lawsuit, presented by the U.S. Equal Employment Opportunity Commission (EEOC), asserted that Bako unfairly treated an employee suffering from pregnancy-related ailments.

Bako terminated the employee during her authorized medical leave and while she was availing short-term disability benefits, following her reports of pregnancy discrimination. This alleged behavior contravenes Title VII of the Civil Rights Act of 1964 that explicitly forbids sex-based discrimination and retaliation for participation in protected activities.

As a result of the lawsuit, Bako agreed to a settlement involving a $50,000 payment and the implementation of remedies. Additionally, Bako is now obligated to provide its employees with specialized training on Title VII, share internal complaint procedures and Title VII policies with the workforce, and report any pregnancy discrimination complaints to the EEOC.

Specific situations that would constitute pregnancy discrimination and/or retaliation include:

  • An employer refusing to accommodate reasonable requests made for pregnancy-related conditions, especially when such accommodations are provided for other employees with different medical conditions.
  • Openly demoting, reducing the hours, or offering lower pay to an employee upon learning of her pregnancy, under the guise of unrelated performance issues.
  • Dismissal of a pregnant employee using the pretext of organizational restructuring, when in reality, the position remains open or is quickly filled by someone not pregnant.
  • Subjecting a pregnant employee to frequent, unwarranted disciplinary actions following the announcement of her pregnancy, suggesting a motive grounded in discrimination rather than actual performance issues.
  • Failing to reinstate an employee to her original or equivalent position after returning from maternity leave, which is guaranteed under certain conditions by the Family and Medical Leave Act (FMLA).
  • Retaliating against an employee for filing a complaint regarding pregnancy discrimination or for participating in an investigation about such allegations, often seen through sudden negative performance reviews or exclusion from meetings and company events.

For more information on pregnancy discrimination, visit the www.HelmerFriedman.com website or reach out through 1-310-396-7714 or info@HelmerFriedman.com. Ensure your rights are protected.

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Whistleblower Case Against City of Florence Moves Forward: Judge Denies Dismissal

Sex discrimination is not only illegal, but it has been proven to negatively affect public safety.

Is your city safe? The question might seem straightforward, but for the people of Florence, the answer might be more complex than it seems. Sex discrimination is not only illegal but it has been proven to negatively affect public safety. Sarah Glenn, a city employee, alleges that the City of Florence has been systematically violating state and federal civil rights laws, even retaliating for exercising her First Amendment rights.

Glenn’s allegations include being treated less favorably than her male counterparts, being assigned menial tasks, and expressing genuine safety concerns that were ignored. The city attempted to dismiss Glenn’s First Amendment claim, arguing that her disclosures were not of public concern and could disrupt the workplace. However, a statement from US District Court Chief Judge Philip A. Brimmer suggests otherwise. He denied this motion, emphasizing that Glenn’s claims can’t simply be bulldozed as personal grievances.

The City is now seeking a summary judgment to resolve the First Amendment claim in their favor and is hoping to avoid a trial. However, it’s worth noting that this isn’t the first litigation against the City of Florence, as there’ve been multiple lawsuits, including allegations of misconduct by the former city manager.

This case reveals the dark side of sex discrimination. It obstructs justice, inhibits the free flow of information, and potentially risks public safety. It’s time to recognize these issues. Stand with Sarah Glenn. Stand up for equal rights and public safety.

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Unspoken Rides: Addressing the Pervasive Harassment and Discrimination in America’s Auto Dealerships

Sexual harassment in the workplace is a pervasive issue in auto dealerships throughout America.

The American auto dealership industry, boasting a backbone of shiny cars and robust sales pitches, hides an alarming and corrosive problem under its hood – sexual harassment. Despite being a cornerstone of America’s retail economy, auto dealerships have become notorious battlegrounds for gender respect and workplace equality.

In this probing examination, we will delve deep into the personal stories that shed light on the struggle many female employees face, survey the bleak statistics that run rampant across the industry, and provide concrete steps and resources for those affected by such improper conduct in their workplaces.

Personal Narratives of Harassment

Personal accounts bring the shocking reality of workplace harassment out of the shadows. In a Utah auto dealership, a former employee recounts days filled with anxiety and fear as her supervisor would casually assault female staff members, dealing out demeaning acts like smacks on the buttocks as casually as if he were giving out office memos.

The situation in Texas paints an equally grim picture, with managers at South Austin Nissan openly and relentlessly parading their predatory behavior. Women working there faced an ongoing onslaught of unwanted touching, lewd comments dissecting their appearance, and invasive inquiries into their private lives.

Moving west to San Francisco, the narrative continues with former employees, all women, who weathered unwelcome sexual advances, offensive remarks, and physical contact—all undermining not only their sense of security but their professional worth.

A Statistical Glimpse into the Workplace

Behind these personal stories lies a staggering trail of data:

  • According to the National Women’s Law Center, a harrowing 65% of women in dealership roles have dealt with sexual harassment at their job.
  • An EEOC study alerts us to over 60 official sexual harassment charges filed in the span of eight years, a period where the true scope of the issue likely exceeds recorded figures due to unreported incidents.
  • An Auto News survey tragically indicates that the immense majority—7 out of every 10 women in the dealership industry—experienced a form of sexual harassment.
  • From an occupational health psychology perspective, the non-physical damages are substantial too, resulting in a workplace rife with dissatisfaction, distress, and high turnover rates.

This data paints a sobering picture: the car sales floor, rather than being a place of negotiation and commerce, is often an arena of gender-based violation and abuse.

Stepping Stones to Change

These harrowing accounts and disheartening figures cannot fade into mere statistics. Change is imperative. To catalyze this transformation, advocacy must be a community affair – everyone is a stakeholder in making dealerships safe environments that uphold gender respect and equality. Here’s what can be done:

  • Workplace Policies – Dealerships must institute clear, robust, and non-negotiable policies against harassment, with transparent channels for reporting and addressing complaints.
  • Training Programs – Regular and compulsory training sessions can educate all employees on what constitutes sexual harassment and how to prevent it.
  • Peer Support – Fostering a culture where colleagues support one another and victims don’t feel isolated or helpless.

Legal Recourse and Support Systems

Empower yourself with knowledge and support:

  • EEOC Guidance – Connect with the Equal Employment Opportunity Commission for advice and action against employment discrimination.
  • Legal Expertise – A specialized workplace discrimination or harassment attorney can offer legal counsel and potentially represent your case.
  • Law Enforcement – If you’ve been physically harassed or assaulted, contact the local police.
  • Support from Nonprofits – Organizations like the National Women’s Law Center offer legal resources to women facing discrimination and harassment.
  • Community Networks – Join support groups where shared experiences and solidarity can foster recovery and collective action.

Conclusion: Toward a Respectful Workspace

Making our workplaces safe sanctuaries of productivity and respect demands courage, persistence, and unity. If you or someone you know is enduring sexual harassment within an auto dealership or any workplace, remember that silence benefits only the perpetrators. It’s time to revamp the industry not just from a business standpoint but from a foundational perspective that respects and values all employees equally.

Make Dealerships Safe: Advocate for Gender Respect and Equality

Now is the time for action, for support, and for change. Stand up for a harassment-free workplace, and navigate the road ahead with the dignity and equality every person deserves.

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Racial Discrimination, Hostile Work Environment – SFSD Clerks Awarded Over $1 Million in Lawsuit

Trust the attorneys of Helmer Friedman LLP to aggressively protect employee rights to a workplace free from discrimination, harassment and retaliation.

Two Black employees of the San Francisco Sheriff’s Department have sued the city, alleging racial discrimination, harassment, and retaliation while on the job. Danielle Dillard and Kim Lee work as clerks processing warrants for criminal suspects. They claim that they have been subjected to a workplace culture of discrimination, harassment, and retaliation.

It Broke Me Down

The conditions at work worsened for Dillard and Lee after they complained about alleged discriminatory acts by co-workers and superiors that had been happening for several years. Among several other claims, Dillard says a supervisor referred to her as a “monkey” in 2016 after she introduced herself as a clerk and shop steward with the Service Employees International Union (SEIU) 1021 union.

Ms. Dillard would spend her lunch and rest times crying due to the hostile atmosphere she found herself in, not being able to speak at all to colleagues.

Dillard claims she received racial discrimination complaints from other Sheriff’s Department employees as a union shop steward and brought them to Captain James Quanico, who oversees Dillard’s unit. A month later, Dillard claims she was served with a cease-and-desist order stating she could not communicate with employees in her division. Lee’s discrimination allegations also began in 2016.

On November 15, 2023, a jury awarded Danielle Dillard $523,400 and Kim Lee $616,000 for their racial discrimination lawsuit against the San Francisco Sheriff’s Department. The San Francisco Sheriff’s Department and the City Attorney’s Office released a joint statement claiming they oppose harassment and discriminatory behavior.

“As one of the most diverse sheriff’s departments in the nation that values equity and inclusion, any form of harassment or discriminatory behavior is antithetical to our values. We are surprised and disappointed by the outcome of this case and will be working with the City Attorney’s Office to evaluate any next steps.”

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School District Fails to Protect Employee from Racist Attacks by Parents

Internet troll or cyberbully posting hate speech on Social Media, in comments online.

Black Ex-employee Sues Rockwood for Discrimination

Brittany Hogan, the former Director of Educational Equity and Diversity at Rockwood School District, filed a lawsuit in February 2021, alleging that she was subjected to racial abuse by parents and that the administration ignored her complaints. Hogan served the district for eight school years but resigned in April 2021.

The lawsuit claims that Hogan received threatening messages through various channels, including email, phone, and social media, after promoting an anti-racism book called “Stamped” in December 2020. While the book was part of the district’s One Read program, Hogan did not choose it. District officials brought her in to discuss ways to promote the book, but Hogan faced backlash as a result.

The suit said Hogan began receiving racist messages through the district’s Twitter account, with one message saying Hogan and another Black Rockwood official should “work at a different school district where the students were Black.”

In January 2021, Hogan and her secretary began receiving threatening and profane phone calls and email messages, the suit said. One caller demanded that Hogan’s secretary disclose Hogan’s physical location. An email from a parent read, “I hope you sleep well at night …” which the lawsuit claims implied that Hogan might not be safe at night.

The lawsuit said Hogan’s secretary notified administrators about the threatening messages. It also said administrators took no action to protect Hogan, who at the time worked at an unsecured building near one of the district’s middle schools that made her vulnerable to possible altercations.

In February, a human resource employee told Hogan in a telephone call that things had become “out of control.” Still, the lawsuit said she received no assistance or written response.

On Feb. 4, 2021, Hogan emailed her supervisors to tell them she would not participate in the scheduled Feb. 10, 2021, reading of “Stamped” on Zoom with the community. In the email, she said she was being “trolled,” or harassed, by white supremacists on the Twitter diversity account, according to the lawsuit.

She also wrote in that email, “As the only Black woman in district leadership, I am concerned and uncomfortable of how quickly I’ve become the scapegoat of white rage,” the lawsuit said.

During a superintendent’s cabinet meeting in the first week of February 2021, copies of the threats Hogan had received on Twitter were given to every cabinet member. The lawsuit said the only action taken was on Feb. 8, 2021, when then-Superintendent Mark Miles told Hogan to block Twitter accounts harassing her.

Hogan’s lawsuit against the district alleges that they violated her rights by allowing race-based discrimination, harassment, and retaliation. The case lists several incidents throughout the 2020-2021 school year, supposedly demonstrating that Rockwood officials sidelined Hogan, making it impossible for her to perform her job effectively. The lawsuit claims the district created a hostile work environment, leading to Hogan’s constructive discharge.

Following the lawsuit, the Rockwood School District settled for $175,000 through an insurance policy, which included attorney fees and other costs. Hogan’s attorney, Javad Khazaeli, expressed Hogan’s desire to move on from the situation and focus on future endeavors.