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New York Waitresses Sue for Sexual Harassment and Sexual Discrimination

April 30, 2013 By Leave a Comment

Kristen McRedmond and Alexandria Lipton, former waitresses at the Sutton Place Restaurant and Bar, have filed a lawsuit against the New York City restaurant for sexual harassment and sexual discrimination, battery and a hostile work environment. McRedmond and Lipton waited tables and tended bar at Sutton Place Restaurant and Bar from August 2004 until they were both terminated in July 2006. According to the complaint, a nighttime shift manager, Neil Hanafy, made vulgar sexual comments and touched the women inappropriately while she worked at the restaurant. Hanafy repeatedly asked the women how much they weighed, and at one point picked one of them up to put her on a scale to settle a poll among male co-workers about her weight. The women are seeking $15 million in compensatory and punitive damages, according to the complaint. Full article.

It can be very isolating to be the victim of sexual harassment and feel as if you may never see justice because the cards are stacked against you. Time after time, women and men have attempted to find recourse, only to find that the sexual assault and sexual harassment is covered up. Sexual harassment is the unlawful to harass a person (an applicant or employee) because of that person’s sex. Harassment can include sexual harassment or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. The federal law prohibiting sexual discrimination in the workplace is Title VII of the Civil Rights Act of 1964. Title VII applies to private employers, state and local government employers, labor organizations, employment agencies, and joint employer-union apprenticeship programs with 15 or more employees.

Leeds Brown Law PC dedicates a large portion of its practice to the area of employment discrimination. The firm has represented individuals throughout Long Island and the New York City area in matters of sexual harassment. For more information, contact Leeds Brown Law at 1-800-585-4658 for a free consultation or visit lmblaw.com.

Filed Under: Labor Violations Tagged With: , , , ,

Sexual Orientation Discrimination in the Workplace

March 11, 2013 By Leave a Comment

Sexual orientation discrimination in the workplace occurs when an employee is treated differently based on his or her actual or perceived sexual orientation.  Such sexual orientation includes homosexual, bisexual or heterosexual. This type of discrimination runs rampant across the country. Many workers fall victim to such discrimination.  It may affect their pay, promotion, and overall work environment.

There are currently 21 states, plus District of Columbia, have laws that protect against sexual orientation discrimination.  In addition, nine states, as well as D.C., permit same sex-marriage.  New York state law prohibits employers from discriminating against an individual because of his or her sexual orientation. The Sexual Orientation Non-Discrimination Act, typically known by “SONDA,” prohibits discrimination on the basis of actual or perceived sexual orientation in employment, housing, public accommodations, education, credit, and the exercise of civil rights.  However, there is no federal law that protects against such discrimination.

The attorneys at Leeds Brown Law PC dedicate a large portion of its practice to the area of employment discrimination.  The attorneys at the law firm have represented individuals throughout Long Island  and the New York City area in matters of sexual harassment and sexual discrimination.   For more information, contact Leeds Brown Law at 1-800-585-4658 for a free consultation or visit lmblaw.com.

Filed Under: Discrimination Tagged With: , , , , , ,

Sexual discrimination bill fails in ND Senate

March 11, 2013 By Leave a Comment

The North Dakota Senate has rejected a measure that would prohibit discrimination based on sexual orientation in housing, government, public services and the workplace.  The bill was introduced by the state’s first openly gay legislature, Fargo Rep. Josh Boschee.  Unfortunately, the bill was defeated 26-21.  A group introduced similar legislation in 2009 that passed the Senate but failed in a House committee.  Full article.

Under United States law, the U.S. Equal Employment Opportunity Commission (EEOC) does not enforce the protections that prohibit discrimination and harassment based on sexual orientation.  However, with the recent repeal of the Military’s “Don’t Ask, Don’t Tell” policy, many Gay and Lesbian Organizations are hopeful that the discrimination based on sexual orientation will be prohibited in all work places.  To date, Title VII of the Civil Rights Act of 1964 makes it illegal to discriminate against someone on the basis of race, color, religion, national origin, or sex.  Please visit the EEOC’s website for further information: www.eeoc.gov.

Leeds Brown Law PC dedicates a large portion of its practice to the area of employment discrimination.  The attorneys at the law firm have represented individuals Long Island and the New York City areas in matters of sexual harassment and sexual discrimination.   For more information, contact our attorneys at Leeds Brown Law at 1-800-585-4658 for a free consultation or visit lmblaw.com.

Filed Under: Sexual Harassment Tagged With: , , ,

Gymgoer sues LA Fitness chain over sexual harassment claims

February 28, 2013 By Leave a Comment

A gymgoer claims her LA Fitness personal trainers harassed her with lewd comments and made her do humiliating exercise routines. Dallas woman Jamie Johnson has filed a lawsuit against the mega-gym claiming two instructors used sexual innuendos when speaking to her. One trainer went as far as to ask her to do a particular exercise so he could see her chest move. The suit claims LA Fitness did not honor its contract with Johnson because it did not provide her with a safe workout environment. Full article.

Sexual harassment in the workplace runs rampant in many offices around the country. Title VII of the Civil Rights Act of 1964 makes it illegal to discriminate against someone on the basis of race, color, religion, national origin, or sex. Sexual discrimination involves treating someone (an applicant or employee) unfavorably because of that person’s sex. The law forbids such sexual discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment. Please visit the EEOC’s website for further information: eeoc.gov.

Leeds Brown Law PC dedicates a large portion of its practice to the area of employment discrimination. The firm has represented individuals throughout Long Island and the New York City area in matters of sexual harassment and sexual discrimination. For more information, contact Leeds Brown Law at 1-800-585-4658 for a free consultation or visit lmblaw.com.

Filed Under: Sexual Harassment Tagged With:

Times Square hotel employees file Sexual Harassment Lawsuit

February 25, 2013 By Leave a Comment

Four ex-employees of Hotel Edison, located in NYC’s Times Square, are suing the establishment and two of its managers for sexual harassment and sexual discrimination. The plaintiffs claim they were fired from their jobs in 2010 and 2011. Two of the plaintiffs allege they were let go after rejecting sexual advances from superiors. The other two plaintiffs allege they were released from the company for reporting sexual harassment behavior. Read more: Full article.

Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to or rejection of this conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance or creates an intimidating, hostile or offensive work environment. When investigating allegations of sexual harassment, EEOC looks at the whole record: the circumstances, such as the nature of the sexual advances, and the context in which the alleged incidents occurred. A determination on the allegations is made from the facts on a case-by-case basis. For more information: EEOC Website.

Leeds Brown Law PC dedicates a large portion of its practice to the area of employment discrimination. The firm has represented individuals throughout Long Island and the New York City area in matters of sexual harassment and sexual discrimination. For more information, contact Leeds Brown Law at 1-800-585-4658 for a free consultation or visit lmblaw.com.

Filed Under: Sexual Harassment Tagged With: , , , ,

Discrimination against black dancers in Mississippi strip club!

February 17, 2013 By Leave a Comment

Discrimination against American employees is unlawful, no matter what kind of business it is. Despite many laws put into place to prevent discrimination and equality, it seems that there still persists inequality in many instances across the country. In the workplace, Title VII of the Civil Rights Act of 1964 makes it illegal to discriminate against someone on the basis of race, color, religion, national origin, or sex. The law forbids discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment. Visit the EEOC’s website for further information: eeoc.gov.

 The Equal Employment Opportunity Commission has filed a federal lawsuit against a Mississippi strip club, claiming the club discriminated against black dancers. The lawsuit, according to the Memphis Commercial Appeal, alleged that Danny’s Cabaret in Jackson, Miss., forced black dancers to work less lucrative shifts than whites, subjected them to arbitrary fees and fines and excluded them from advertisements promoting the company. The federal lawsuit was filed on behalf of Sherida Edwards and three unnamed women the EEOC said faced similar discrimination. They are considered class members to the lawsuit. The lawsuit also alleged Danny’s retaliated against the four women after one of them filed a complaint with the EEOC in April 2011, allegedly by reducing their work hours and subjecting them to fines and disrespect. The lawsuit seeks back pay and punitive damages and for the women to be reinstated to the jobs they had before the complaint was filed.

 

Leeds Brown Law PC dedicates a large portion of its practice to the area of employment law. The firm has represented individuals throughout Long Island and the New York City area in matters of employment discrimination. For more information, contact Leeds Brown Law at 1-800-585-4658 for a free consultation or visit LMBLaw.com.

Filed Under: Discrimination, Labor Violations, Sexual Harassment Tagged With: , , , , , , , ,

Panda Express Restaurant in Hawaii Sued for ‘Rampant Sexual Harassment’

January 30, 2013 By Leave a Comment

A Panda Express restaurant, part of the giant Chinese fast-food chain, subjected a class of female employees, including teenagers, to sexual harassment, the U.S. Equal Employment Opportunity Commission (EEOC) alleges in a lawsuit filed in Hawaii. According to the EEOC, a male supervisor at the Panda Express in Kapaa, Kauai, sexually abused at least three female teenagers starting in 2008 and likely several more. At least one of the teen workers was physically groped and subjected to lewd language and obscene sexual propositions repeatedly.

The teen’s hours were cut in retaliation after she reported the harassment, forcing her to resign, the EEOC said. Another teen victim was also forced to quit to avoid persistent verbal obscenities and sexual advances by the same supervisor. Such alleged conduct violates Title VII of the Civil Rights Act of 1964. The EEOC’s suit seeks lost wages, front pay, compensatory damages and punitive damages on behalf of the class of women.

The EEOC recently updated its “Youth@Work” website, which presents information for teens and other young workers about employment discrimination. The website also contains curriculum guides for students and teachers and videos to help young workers learn about their rights and responsibilities in the workforce.

Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to or rejection of this conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance or creates an intimidating, hostile or offensive work environment. When investigating allegations of sexual harassment, EEOC looks at the whole record: the circumstances, such as the nature of the sexual advances, and the context in which the alleged incidents occurred. A determination on the allegations is made from the facts on a case-by-case basis. For more information: EEOC website.

Leeds Brown Law P.C. is a nationally recognized leader in the area of employment law. The firm has had considerable success in matters of employment discrimination throughout Long Island and the New York City area. For more information, contact Leeds Brown Law P.C. at 1-800-585-4658 for a free consultation.

Filed Under: Sexual Harassment Tagged With: , , , ,

DoubleTree Hotel in Texas pays $102,000 to settle back wages claim

December 3, 2012 By Leave a Comment

The DoubleTree Hotel in Richardson, Texas, agreed to pay $102,592 in back wages to 112 hotel employees after an investigation by the U.S. Department of Labor’s Wage and Hour Division found violations of the Fair Labor Standards Act’s minimum wage, overtime and record-keeping provisions. The violations impacted low-wage employees including dishwashers, bartenders, wait staff, bellmen, housekeepers and maintenance workers. Investigators found that the hotel didn’t pay employees for work allegedly performed “off the clock,” which resulted in minimum wage violations as well as failure to pay overtime and employees improperly classified to avoid paying overtime. Some employees worked an average of 86 hours a week without any overtime pay and sometimes receiving far less than the federal minimum wage, the Labor Department said in a news release. The employer also took wage deductions for lunch breaks whether or not workers took a lunch period.

Throughout history employers have taken advantage of employees. The Fair Labor Standards Act (FLSA) and New York wage and hour laws were enacted to address these injustices. They protect employees and ensure they are paid proper wages and properly compensated for working overtime. The laws are complex and their application depends on your unique circumstances. An experienced FLSA and New York wage and hour attorney can help you determine if you are being correctly treated and compensated.

Leeds Brown Law, PC has represented thousands of employees in litigation, mediation, and through filing claims with the EEOC, The Department of Labor and other Governmental Agencies. Our efforts have resulted in millions of dollars in monetary and nonmonetary benefits for these individuals. . For more information, contact Leeds Brown Law at 1-800-585-4658 for a free consultation or visit LBLaw.com.

Filed Under: Minimum Wage Violations Tagged With: , , , , ,

Restaurant in St. Louis, Missouri Settles Sexual Harassment Lawsuit

August 6, 2012 By Leave a Comment

In St. Louis, Missouri, a restaurant is going to pay $23,000 in addition to other relief in order to settle a sexual harassment lawsuit brought by the U.S. Equal Employment Opportunity Commission (EEOC).  The lawsuit charged that Villa Galleria restaurant had allowed employee Edwonder Hobson to be subjected to sexual harassment by an assistant supervisor, where rubbed his body against Hobson and even attempting to put his hands up her shirt.  In addition to the monetary settlement, the restaurant will also provide training against sexual harassment and also agreed to report internal complaints of sex harassment to the EEOC.  Full article

Title VII of the Civil Rights Act and many state-level anti-discrimination and sexual harassment statutes prohibit sexual harassment in the workplace.  There are two common types of sexual harassment: quid pro quo harassment and hostile work environment.  A hostile work situation typically involves repeated behavior that is abusive or offensive, or that interferes or alters the victims’ ability to perform their job.  Employers that foster or otherwise allow these conditions to continue can be found liable for the conduct of the offending employees.

Leeds Morelli & Brown, PC handles lawsuits in the area of sexual harassment.  Our firm has had considerable success in matters of civil litigation and discrimination throughout Long Island and the New York City area.  For more information, contact Leeds, Morelli and Brown, PC at 1-800-585-4658 for a free consultation.

Filed Under: Sexual Harassment Tagged With: , , , , , , , , ,

Health Management Group to Pay $260,000 to Settle EEOC Wage Discrimination Suit

June 29, 2012 By Leave a Comment

Health Management Group, Inc. (HMG) of Akron, Ohio will pay $260,000 to settle a sex discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC).  The EEOC’s suit charged that Krishna McCollins and Donna Davidson, both directors of franchise development, were paid less than a male who performed substantially equal work for HMG. The Health Management Group has will pay monetary relief as well as provide training for all of HMG’s employees, managers, and supervisors on employee rights and employers’ obligations under the Equal Pay Act and Title VII.

Sex-based wage discrimination violates the Equal Pay Act of 1963 and Title VII of the Civil Rights Act of 1964.  The Equal Pay Act, which is part of the Fair Labor Standards Act of 1938, as amended (FLSA), prohibits sex-based wage discrimination between men and women in the same establishment who perform jobs that require substantially equal skill, effort and responsibility under similar working conditions.

Leeds Morelli & Brown, PC, dedicates a large area of practice to employment law.  Our firm has represented many workers and employees in matters of employment discrimination throughout Long Island and the New York City area.  For more information, contact Leeds, Morelli and Brown, PC at 1-800-585-4658 for a free consultation.

Filed Under: Discrimination, Labor Violations Tagged With: , ,
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