Tag: sexual harassment

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Sexual Harassment in Housing Affects Tenants Learn About Rights

Women's rights to privacy, reproductive health care, abortion care lost - wrongful death lawyers Helmer Friedman LLP.

Sexual Harassment in Housing: Settlements

Sexual harassment in housing is a pervasive issue that often goes unnoticed. However, a recent legal settlement has highlighted this topic, reaffirming the importance of protecting tenants from harassment and ensuring landlords are held accountable. This post will explore the details of a severe sexual harassment in housing case, its implications for tenants and landlords, and the resources available to those affected by such behavior.

Understanding the Fair Housing Act and the Sexual Harassment in Housing Initiative

To comprehend the significance of the recent settlement, we must first understand the legal framework addressing housing discrimination.

What is the Fair Housing Act?

The Fair Housing Act, enacted in 1968, prohibits discrimination in housing-related transactions based on race, color, religion, national origin, sex, disability, and familial status. This federal law ensures individuals can access and enjoy housing without fear of prejudice or harassment.

The Sexual Harassment in Housing Initiative

Launched by the Department of Justice in 2017, the Sexual Harassment in Housing Initiative aims to eradicate sexual harassment by landlords, property managers, maintenance personnel, and others in control of housing. The initiative combines enforcement actions, public awareness campaigns, and collaboration with local organizations to address this devastating issue. Since its inception, the initiative has filed 27 lawsuits and secured over $9.7 million in relief for victims.

The Allegations and Settlement in the Nolen Properties LLC Case

One of the most significant cases under this initiative involves Joel Nolen, Shirlee Nolen, and Nolen Properties LLC. Here’s a breakdown of the accusations and the ensuing settlement:

Allegations Against Joel Nolen

The Department of Justice’s lawsuit, filed in February 2023, alleged that Joel Nolen engaged in sexual harassment of female tenants for over a decade. The specific accusations include:

  • Unwelcome Sexual Acts: Allegedly forcing tenants into sexual acts in exchange for housing-related benefits.
  • Physical Violations: Engaging in unwelcome touching and entering tenants’ homes without consent.
  • Retaliation: Threatening eviction or taking other adverse actions against tenants who rejected his advances.
  • Solicitation of Explicit Content: Demanding explicit photographs from tenants or prospective tenants.

Such actions violate tenants’ rights under the Fair Housing Act and highlight tenants’ vulnerability when landlords abuse their power.

Terms of the Settlement

Under the terms of the settlement, which awaits court approval, Nolen Properties LLC has agreed to several measures:

  1. Financial Compensation:
    – A total of $960,000 will be distributed among 19 identified victims.
    – A $40,000 civil penalty will be paid to the United States.
  2. Operational Restrictions:
    – Joel and Shirlee Nolen are permanently barred from managing any residential rental properties.
    – They must hire independent property managers to oversee their rental units.
  3. Policy Implementation:
    – Staff are required to be trained on housing discrimination.
    – New policies aimed at preventing future discriminatory practices.
  4. Tenant Relief– Vacating discriminatory evictions.
    – Take the necessary steps to repair the credit of the affected tenants.

This settlement signifies a substantial win for the victims and sets a precedent for similar cases.

Implications for Landlords and Tenants

What This Means for Landlords

The settlement against Nolen Properties LLC sends a powerful message to landlords and property managers:

  1. Zero Tolerance for Harassment: Engaging in or enabling sexual harassment is a direct violation of the Fair Housing Act and will result in legal repercussions.
  2. Training and Policies Matter: Proactively implementing non-discrimination policies and training programs can prevent violations and protect both tenants and property owners.
  3. Accountability is Non-Negotiable: This case demonstrates that landlords can face severe consequences, including financial penalties and restrictions on property management.

Empowering Tenants

For tenants, this case underscores the importance of knowing their rights:

  1. Safe Housing is a Right: Every tenant deserves to feel safe in their home, free from harassment or retaliation.
  2. Speak Up Without Fear: Reporting harassment can lead to accountability for landlords and justice for victims.
  3. Access to Legal Support: Resources are available to assist tenants who experience housing discrimination or harassment.

Resources for Victims of Sexual Harassment in Housing

If you or someone you know has faced housing discrimination or sexual harassment, there are resources to help:

  1. Justice Department’s Housing Discrimination Tip Line:
    – Call 1-800-896-7743 for assistance or to report incidents.
  2. Submit a Report Online:
    – File a complaint via the Justice Department’s Civil Rights Division at justice.gov/crt.
  3. Department of Housing and Urban Development (HUD):
    – Call 1-800-669-9777 or visit HUD’s Fair Housing Complaint Page to report your case.
  4. Legal Aid Services:
    – Many states offer free or low-cost legal aid services for tenants dealing with discrimination.
  5. Local Fair Housing Organizations:
    – Community-based organizations may provide direct support or advocacy for tenants.

Ongoing Efforts to Combat Sexual Harassment in Housing

This settlement is a step forward, but the fight against sexual harassment in housing requires continued vigilance. Public awareness campaigns, stricter enforcement of the Fair Housing Act, and more robust tenant protections are essential to creating a future where all individuals can live without fear of harassment.

If you believe you’ve been a victim of housing discrimination or harassment, don’t hesitate to use the resources listed. Seeking justice protects your rights and helps create safer environments for others.

Justice starts with speaking out.

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Ground Zero Blues Club Lawsuit Sexual Harassment and Retaliation

Sexual harassment, discrimination and retaliation have physical lasting effects on victims.

Ground Zero Blues Club Lawsuit Calls Attention to Workplace Harassment

Workplace harassment continues to dominate headlines, and recent allegations against the Ground Zero Blues Club in Biloxi, Mississippi, present yet another stark reminder of the ongoing battle against such unlawful conduct. The club, owned in part by high-profile figures, is now entangled in a sexual harassment and retaliation lawsuit brought against it under federal law.

This case not only underscores persistent challenges in workplace culture but also highlights critical legal protections for employees and standards that employers must uphold. Here, we break down the specifics of the lawsuit and explore broader implications for employers, employees, and society at large.

Allegations at Ground Zero Blues Club

The allegations at the center of the lawsuit paint a troubling picture. According to reports, an assistant manager at the Biloxi blues venue faced repeated sexual harassment from one of the club’s co-owners. This harassment allegedly included unwanted sexual comments and multiple acts of forced sexual touching, creating an intensely hostile work environment.

The assistant manager repeatedly voiced complaints about the behavior to higher management, but her grievances reportedly fell on deaf ears. After submitting formal, written complaints to the company’s chief financial officer, the assistant manager claims she was fired in retaliation for speaking out against the harassment.

This conduct, if proven true, is a clear violation of Title VII of the Civil Rights Act of 1964, which prohibits both sexual harassment and retaliation against employees who oppose such behavior in their workplace.

The lawsuit seeks a range of damages, including back pay, compensatory and punitive damages, and injunctive relief to prevent similar occurrences in the future.

The Role of Title VII and Legal Implications

Title VII of the Civil Rights Act of 1964 is a foundational piece of legislation that protects employees from workplace discrimination and harassment based on several characteristics, including sex. It also explicitly prohibits employers from retaliating against employees who report or oppose such conduct.

The allegations against Ground Zero Blues Club involve two key violations under Title VII:

  1. Sexual Harassment: The claims of repeated unwanted sexual advances and comments fall under the category of creating a hostile work environment. If proven, this establishes direct employer liability, especially given the lack of corrective action.
  2. Retaliation: Title VII protects employees who report harassment from facing adverse actions, such as termination. As alleged in this case, retaliation further compounds the legal violations and underscores the importance of a robust, employer-led response to harassment complaints.

The Significance of Employer Liability

Employers have an obligation to act immediately and effectively when harassment is brought to their attention. Failures, such as ignoring complaints or retaliating against the complainant, as alleged here, can result in serious legal consequences, including monetary damages and reputational harm.

What Employers Must Do to Prevent Harassment

For employers, the lawsuit reminds them of the essential steps needed to foster safe and inclusive workplaces. Here are critical measures organizations must implement:

1. Establish Comprehensive Anti-Harassment Policies

Develop a clearly written policy that outlines zero tolerance for harassment and provides actionable steps for employees to file complaints. Ensure this policy is distributed to all staff, reviewed regularly, and updated to align with current laws.

2. Conduct Regular Training

Equip managers and employees with the knowledge to recognize, respond to, and prevent harassment. Training should explain employees’ rights, highlight employer responsibilities, and clarify reporting procedures.

3. Encourage a Culture of Transparency and Accountability

Create an environment where employees feel safe reporting workplace issues. Anonymous reporting tools and clear protections for whistleblowers can build trust within your organization.

4. Respond Promptly to Complaints

When a complaint is made, employers should act immediately by conducting a thorough, impartial investigation. This includes interviewing relevant parties, documenting findings, and taking corrective actions if necessary.

5. Take Retaliation Seriously

Retaliation is both unlawful and detrimental to workplace morale. Prevent this by building safeguards that protect employees who come forward and ensuring open communication throughout the complaint resolution process.

What Employees Should Know About Their Rights

Sexual harassment and retaliation in the workplace are not only unethical but also illegal. Employees who experience these behaviors should be aware of their rights and the resources available to them.

1. Reporting Harassment

Employees should report any incidents of harassment to a supervisor, the HR department, or a legal entity within the company. If the employer fails to take corrective action, the employee has every right to escalate the issue by filing a formal complaint with the Equal Employment Opportunity Commission (EEOC) or a similar regulatory body.

2. Protections from Retaliation

Employees cannot legally be punished or terminated for reporting harassment or participating in an investigation. Any retaliatory action, such as firing, demotion, or workplace exclusion, is grounds for legal action.

3. Seeking Legal Recourse

Victims of harassment or retaliation may be entitled to recover damages through litigation. These damages include:

  • Economic Damages: Compensation for lost wages, benefits, and future earnings.
  • Non-Economic Damages: Compensation for emotional distress and harm to reputation.
  • Punitive Damages: Financial punishment aimed at deterring employers from repeated unlawful behavior.

4. Legal Counsel and Advocacy

Employees can seek guidance from lawyers specializing in employment and harassment law. An experienced attorney can help victims understand their options, file complaints, and advocate on their behalf in court if necessary.

Seeking Justice Through Damages and Relief

The assistant manager’s lawsuit against Ground Zero Blues Club demonstrates the broad range of relief victims can pursue:

  • Back Pay: Compensation for lost wages resulting from the termination.
  • Compensatory Damages: Financial remedy for emotional distress and suffering from the harassment.
  • Punitive Damages: Monetary penalties intended to punish the employer for their egregious conduct.
  • Injunctive Relief: Actions imposed on the employer to prevent future occurrences, such as training initiatives and mandatory policy changes.

These forms of legal relief not only hold employers accountable but also highlight the broader importance of creating a workplace culture rooted in respect and fairness.

Stepping Toward Harassment-Free Workplaces

The lawsuit against Ground Zero Blues Club is a critical reminder of how devastating unchecked harassment can be for victims, organizations, and society at large. Employers must take proactive measures to prevent workplace harassment and retaliation while fostering an inclusive, supportive team environment.

For employees, knowing your rights is key. Organizations like the EEOC and experienced legal counsel exist to ensure those rights are upheld.

Both prevention and accountability are crucial in ensuring that workplaces remain havens of opportunity, creativity, and innovation, not places of fear and inequity.

If you or someone you know is experiencing workplace harassment or retaliation, know there’s help available. Consultation with legal experts can provide clarity, support, and steps toward justice.

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Republic First Bancorp Inc. Settles Sexual Harassment Case Amidst Bank’s Downfall

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

Last week, Republic First Bancorp Inc. concluded a tumultuous chapter by reaching a settlement in a sexual harassment lawsuit filed by a former employee. The case was dismissed with prejudice by the U.S. District Court for the Eastern District of Pennsylvania following this agreement.

The lawsuit was brought by Jasmine Zuber, a former universal banker at Republic First, who alleged that she was wrongfully terminated due to a fabricated claim of a cash-drawer imbalance. According to Zuber, the true reason for her termination was retaliation for reporting sexual harassment by her supervisor.

Zuber and her supervisor, Hall, had initially engaged in a consensual sexual encounter at work. However, the situation deteriorated when Hall repeatedly sought further sexual interaction, leading to confrontational incidents. After receiving a text message from Zuber urging Hall to transfer or face repercussions from HR, branch manager Leitz and HR Director Zangrilli intervened. Although they assigned different shifts to Zuber and Hall after their discussions, Zuber’s position was soon jeopardized when her teller drawer was allegedly found to contain an overage of $1,000.

As events unfolded, the Bank relieved both Zuber and Hall of their duties, citing the cash-drawer discrepancy for Zuber and a violation of the Bank’s fraternization policy for Hall.

Sadly, the sexual harassment lawsuit was not the only challenge Republic First faced. In February 2024, the Pennsylvania Department of Banking and Securities seized the Bank amid rumors of a potential buyer. This occurred after the Bank was delisted from Nasdaq for failing to provide its fiscal year 2022 report, further damaging its credibility.

In its efforts to explain the absence of the report, the Bank blamed the shortcomings of its former executive team, which had failed to maintain adequate internal controls. Alarmingly, the Bank’s auditors had previously warned of “material weaknesses in internal control over financial reporting.”

Fulton Bank subsequently took over the operations of Republic First’s 32 branches across Pennsylvania, New York, and New Jersey, promising to revitalize them under the Fulton Bank brand. The seizure of Republic First marked the fourth such case since 2023, sending a strong message about the dangers of inadequate internal controls and unethical workplace practices.

If you or someone you know has faced harassment at the workplace, know that there are paths to take. Contact an experienced employment attorney and hold corporations accountable for creating safe and fair work environments. Speaking up about harassment isn’t just about personal justice—it’s about ensuring that nobody else has to endure the same abuse.

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New Title IX Rules Combat Transgender Discrimination and Sexual Harassment in Schools

LGBTQIA+ people have the right to a workplace free from gender discrimination.

The Biden administration introduces new Title IX rules to combat transgender discrimination and revamp sexual harassment policies in schools, sparking debate and aiming for inclusivity.

The Biden administration has unveiled new rules aimed at combating discrimination against transgender students and revamping the approach schools take toward allegations of sexual harassment and assault. These regulations expand the scope of Title IX, a federal law prohibiting sex discrimination in schools receiving federal funding, to encompass protections for gender identity and sexual orientation. Additionally, the rules touch upon the participation of transgender athletes in sports and require provisions for pregnant students or those who are recovering from childbirth, including services related to abortion and lactation.

This initiative has ignited debate, especially in conservative states with stringent transgender policies, and seeks to foster a more inclusive environment while altering the process for addressing sexual assault claims, thereby diverging from certain policies of the Trump era. The new rules take effect August 1st, in time for the next academic year; these adjustments have attracted widespread attention and controversy.

In contrast, the Trump administration’s 2020 regulations mandated colleges to conduct live hearings with cross-examination in sexual assault cases, applying a “clear and convincing evidence” standard for guilt. The Biden administration’s policies provide universities greater leeway in case management, permitting alternatives to live hearings and adopting a “preponderance of the evidence” standard for determining guilt. Moreover, while broadening the definition of sexual harassment, the Biden rules preserve some mechanisms introduced during the Trump administration, such as informal complaint resolution options. Critics voice concerns over potential injustices towards accused students under these new rules, while advocates argue they will enhance campus safety for survivors of sexual assault.

The regulations also delve into the contentious issue of transgender students’ rights, particularly in sports, sidestepping definitive guidance on transgender athletes’ sports participation to avoid influencing the presidential campaign. Although there is widespread resistance to allowing transgender athletes on female sports teams, the proposed rules would disallow blanket bans but sanction certain restrictions. The ongoing evolution of policies regarding harassment complaints underscores the administration’s commitment to refining and stabilizing Title IX directives.

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Protecting Our Teenagers From Job-Related Sexual Harassment

Teenagers experience sexual harassment on the job. Prepare and protect your kids.

What could be more exciting and anxiety-inducing than your teenager’s first summer job?

Starting a job is a significant moment that marks the transition into adulthood. It brings new responsibilities and opportunities. Research has shown that having these experiences, whether working in a restaurant, mowing lawns, or working in a family business, can have many benefits. Teenagers can gain independence, valuable job and life skills, and experiences that can help them transition into adulthood.

However, what should be a positive step can take a harrowing turn when the workplace becomes grounds for abuse. Today, the alarming reality is that sexual harassment is not just a risk confined to corporate settings but is increasingly common in the first job scenarios that many teenagers find themselves in.

Your child’s excitement for that first day of work is often matched with the anxiety of a million parental what-ifs. But in the shadows of those concerns looms a particularly distressing question about their safety from the risk of harassment. Sexual harassment in the workplace is illegal, yet it continues to stain the environment our teenagers enter with trepidation and expectations.

The first shield against workplace abuse is parental guidance. Preparing your kids for their first job means more than just providing your teen with a packed lunch and a pat on the back. It means giving them the tools to recognize and confront inappropriate behavior. Open and honest conversations about what constitutes harassment and how to respond can significantly empower them. Make sure they understand that anything that feels uncomfortable should be addressed. Building a trusting relationship with your teenager is crucial, and letting them know they can come to you with any concerns or questions.

We want to send a clear and opposing message: every worker has a right to a workplace free from sexual harassment, and the EEOC will hold employers accountable. Nancy Sienko, director for the EEOC’s San Francisco District. In the realm of a teenager’s first job, power dynamics are often skewed, anchored in age, experience, and position. A young manager, though closer in age, holds a significant degree of authority and influence over a teenager stepping into the workforce. This relationship, ideally meant to mentor and guide, can sometimes devolve into a complex web of control and vulnerability. The subtle or overt exertion of power by a young manager can be intoxicating, sometimes leading to abuses of authority. The teenager, eager to impress and fearful of repercussions, may find themselves in a precarious position—torn between standing up for themselves and threatening to lose their job or face workplace ostracism. Understanding and acknowledging these dynamics is crucial for teenagers and their guardians, setting the stage for preventive measures and support systems to safeguard against potential abuses.

Recognizing Warning Signs

Parents need to educate themselves on the issue of workplace harassment and assist their teenagers in recognizing inappropriate behavior. We equip them with valuable tools by teaching them about boundaries, consent, and respect. The EEOC created a website dedicated Youth@Work to helping educate young people about discrimination and harassment in the workplace.

Educators’ Role in Empowerment

Teachers can play a significant role in preparing teenagers for any professional scenario. Teachers preparing students for their first job include warnings about the potential abuse teens might face and foster a culture of understanding and dialogue in their educational environment — giving them the power of anticipation and the power of voice.

Business Owner Obligation

Ultimately, employers shoulder direct responsibility. A thorough understanding of the laws governing harassment is more than a legal requirement; it’s the means to cultivate a safe working environment. Proper training and transparent policies, particularly for management, are essential in protecting teen employees. For business owners, staying vigilant about the interpersonal dynamics within their establishment is critical to maintaining a safe and respectful work environment for all, particularly for teen employees. Warning signs that may indicate a potential problem between a manager and a teen employee include noticeable changes in the employee’s behavior, such as increased anxiety, withdrawal from team interactions, or a sudden dip in job performance. Other red flags could be a manager spending excessive time alone with a teen employee, showing favoritism, or engaging in communication outside of work hours without a professional pretext. Employers need to create a culture where these signs are observed and acted upon with discretion and urgency, ensuring that the workplace remains safe for young workers to thrive and grow professionally.

Shocking Cases of Abuse

Recent legal battles have brought to light egregious situations where teenagers have been subjected to abhorrent behavior despite legal protections. These cases not only highlight the vulnerability of young workers but also the stark reality that job-related abuse isn’t solely a point of concern for corporate environments. The responsibility of ensuring a safe and respectful work environment falls on everyone, from parents and educators to business owners and employers. By working together and taking preventive measures, we can protect our teenagers from job-related abuse and create a better, safer future for all.

The Chipotle Case Exposes

The Chipotle case (EEOC v. Chipotle Services, LLC and Chipotle Mexican Grill, Inc., Case No. 2:22-cv-00279) unearthed a sordid tale of degradation where a male colleague at a Florida outlet not only engaged in sexually explicit comments about a female teenage co-worker but escalated to a physical act. The implications point to corporate culture failures that allowed such an incident to occur and persist.

This case involves workers in their teens and early 20s. These are their first impressions they will they form about the workplace, and it is devastating when an employer permits sexual harassment to continue despite repeated complaints.

Shane’s Rib Shack Retaliation

Similarly, Shane’s Rib Shack (EEOC v. RSPS Holdings, et al., Civil Action No. 5:24-cv-00049)franchisees in Georgia chose to act in blatant defiance of what is right when they subjected a female employee to daily, unwanted advances from a manager that fabricated a workplace environment of fear, degradation, and ultimately, career sabotage when she was fired for complaining.

Teenagers must be prepared if they face workplace harassment, even if employers have taken precautionary measures. If harassment occurs, the first step is to report it immediately to a supervisor or HR. Reporting will begin the documentation process and often results in a quicker resolution.

If internal channels fail to provide resolution, it may be necessary to seek external help. Sexual harassment lawyers are experienced in navigating the complexities of such cases. They can provide the support needed to ensure that the legal weight of sexual harassment laws is used to protect young victims.

Parents, educators, and employers must work together to create a safe and supportive environment for teenagers. By taking a unified stand, we can ensure that our teenagers are not only unscarred by their first job experience but are also armed with the resilience and wherewithal to face the complexities of the working world, no matter the odds.

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$20,000 Sexual Harassment / Retaliation Case Settlement with Bojangles Restaurants, Inc

Sexual harassment causes long term damage to the victims psyche.

U.S. Equal Employment Opportunity Commission Settles Federal Charges Female Employee Was Sexually Harassed, Then Transferred and Denied Promotional Opportunity Because She Complained

Bojangles’ Restaurants, Inc., a Delaware corporation operating in Greensboro, North Carolina, has been ordered to pay $20,000.00 and provide other relief as part of a settlement agreement with the U.S. Equal Employment Opportunity Commission (EEOC) to resolve a sexual harassment and retaliation lawsuit.

The EEOC’s lawsuit alleges that a female team member at a Bojangles fast food restaurant in Greensboro was subjected to severe sexual harassment from March 2020 to June 2020 by the restaurant’s general manager, who made numerous sexual remarks and inappropriately touched and grabbed her. The employee was then denied the opportunity to participate in a management training program and was transferred to a different location as retaliation after complaining about the general manager’s conduct.

This type of alleged behavior is in violation of Title VII of the Civil Rights Act of 1964, which prohibits sexual harassment in the workplace and prohibits retaliation against employees who oppose sexual harassment.


Employees have a right to be free from sexual harassment in the workplace. Employers cannot tolerate such conduct or allow managers to retaliate against employees for reporting the harassment.

The EEOC filed suit in U.S. District Court for the Middle District of North Carolina (Equal Employment Opportunity Commission v. Bojangles’ Restaurants, Inc., Civil Action No.: 1:22-cv-00739) after first attempting to reach a pre-litigation settlement through its voluntary conciliation process.

As part of the two-year consent decree, which applies to specific restaurants, Bojangles is required to pay $20,000.00 in damages to the affected employee, train managers and employees on sexual harassment, refrain from discriminating against employees on the basis of sex, including in the administration of management training programs, and refrain from retaliating against employees who complain of sexual harassment.

Bojangles has also agreed not to rehire the offending manager. “Employees have a right to be free from sexual harassment in the workplace,” said Melinda C. Dugas, regional attorney for the Charlotte District. “Employers cannot tolerate such conduct or allow managers to retaliate against employees for reporting the harassment.”