In Boston, Massachusetts, Mark Curran, who is 7 years old, has been accused of sexual harassment after he kicked an alleged bully in the groin. As a result, the boy will be sent to a new school. The boy’s mother, who asked to attend a disciplinary hearing at the school, was shocked by the claim stating that her son doesn’t know anything about sexual harassment. Curran said that he kicked the boy because he was bullying him on the school bus ride home one day. The boy’s mother is now seeking an apology and better supervision on the school bus to prevent such incidents in the future. Read Full Article

With respect to the workplace, issues of sexual harassment are governed by Title VII of the Civil Rights Act. As well as by state-level sexual harassment statutes which prohibit sexual harassment to and provide victims with a means to pursue justice. Sexual harassment can occur in one of two ways:

I. Quid pro quo harassment which can constitute a one-time occurrence or involve repeated behavior requiring a person to tolerate some form of sexual harassment in order to get a job, keep a job, get a raise or promotion, or to receive some other benefit. This harassment can come from a prospective employer, a current employer, a manager or supervisor, or a co-worker. The sex and sexual orientation of your harasser does not matter.

II. Hostile work environment which involves repeated behavior that is abusive or offensive, or that interferes or alters the victims’ ability to perform their job.  Learn More
The lawyers at Leeds Morelli and Brown, PC strive for successful judgments for their clients, including any former employees or recently fired workers who have been sexually harassed in the workplace. If you or someone you know have been faced with sexual discrimination or sexual harassment, please contact our office. Leeds Morelli & Brown, PC, 1-800-585-4658, One Old Country Road, Suite 347, Carle Place, NY, 11514-1851.

Blockbuster, Inc. recently agreed to pay more than $2 million to settle a lawsuit brought by the Equal Employment Opportunity Commission. According to the lawsuit, the video company subjected female employees to sexual harassment in 2004 and 2005 in a Gaithersburg, Maryland distribution center. In addition to sexual harassment, Blockbuster was also accused of retaliating against these women. Blockbuster was bought earlier in 2011 in a bankruptcy sale by the Dish Network Corporation. Read Full Article

It is illegal for an employer to do anything in retaliation for their actions in speaking up. It is unlawful to retaliate against an employee for opposing an illegal employment practice, or participating in any way in an investigation. It is also illegal for employers to retaliate against an employee when he/she requests for reasonable accommodation of his/her disability under the Americans with Disabilities Act, when an employee applies for medical leave under the Family and Medical Leave Act or when an employee files complaints of harassment or discrimination. Recently, the Supreme Court has ruled that the protections against discrimination and harassment, which are guaranteed under the Age Discrimination in Employment Act (ADEA), also extend to retaliation. Retaliation claims can be dangerous because there are many ways for an employer to do something that appears to be retaliation even when it isn’t intended to be retaliation. There is also no requirement that whatever the employee complained about to begin with is actually illegal in order to prevail in an employer retaliation lawsuit. Learn more

Leeds Morelli & Brown, PC will strive to obtain the best judgments for victims of employer retaliation. If you or someone you know has been affected by employer retaliation, you are entitled to know your rights. Our firm has had considerable success in this area of law 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.

Grays Harbor Community Hospital in Aberdeen, Washington, will pay $125,000 and provide training and other relief to settle a federal lawsuit alleging sexual harassment. According to the lawsuit filed by the Equal Opportunity Employment Commission, the hospital failed to take appropriate action despite repeated complaints to upper level management that a supervising pharmacist was sexually harassing at least four pharmacy technicians. Included in the allegations, the EEOC charged that the supervisor “made offensive sexual comments, inflicted details of his sex life and masturbation habits on the technicians, and showed explicit material from the internet to the women.” In addition to paying the women $125,000, Grays Harbor Community Hospital agreed to a three-year consent decree, under which it must implement training on anti-discrimination laws and post a notice at the hospital concerning the settlement.

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 Morelli & Brown, PC, dedicates a large area of practice to employment law. Our firm has had considerable success 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.

Huntersville Seafood, Inc. doing business as Captain’s Galley Restaurant is a North Carolina restaurant which must pay $86,000 to settle a sexual harassment and retaliation lawsuit by the EEOC. The lawsuit centered around former male employees who were subjected to abuse by a male co - worker from 2007-2008 by being touched on the buttocks, nipples, and testicles as well as subjected to daily sexual gestures and comments. Allegedly, harassment continued after employees complained and he was then discharged as a result. In addition to monetary damages, sexual harassment training for managers and employees is required. Read more: http://www.eeoc.gov/eeoc/newsroom/release/8-26-11.cfm

Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. In addition, state-level sexual harassment statutes prohibit sexual harassment and provide victims with a means to pursue justice. Sexual harassment can occur in one of two ways: Quid Pro Quo Harassment or Hostile Work Environment. Employers that foster or allow these conditions to continue can be found liable for the conduct of the offending employees. For more information, see: http://www.lmblaw.com/new-york/sexual-harassment.php

The lawyers at Leeds Morelli and Brown strive to successful judgments for their clients, including any former employees or recently fired workers who have been sexually harassed in the workplace. If you or someone you know has been faced with sexual discrimination or sexual harassment, please contact our office Leeds Morelli & Brown, PC, 1-888-5-JOBLAW, One Old Country Road, Suite 347, Carle Place, NY, 11514-1851.

Recently, Governor Brian Sandoval in Nevada made it illegal to discriminate based on gender. However, gender discrimination will be legalized if the discrimination is for the promotion of a casino pool party, a ladies’ night at a bar, or for gym membership. The law was written so broadly as to include any type of activity which a business designs and labels as a marketing tool. The law takes effect on October 1, 2011.  See: http://www.lasvegassun.com/news/2011/jul/13/ladies-night-remains-legal/

The law in Nevada states that, “It is not unlawful and it is not a ground for civil action for any place of public accommodation to offer differential pricing, discounted pricing or special offers based on sex to promote or market the place of public accommodation.” A “place of public accommodation” was written to mean that almost any business or public entity which is used by the general public. 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.

Leeds Morelli & Brown, PC handles many cases in the area of sexual harassment and gender discrimination. Our firm has been successful 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.

Major exterminating company Terminix and its parent company, ServiceMaster, will pay $140,000 and furnish other relief to settle a sexual harassment. In a lawsuit filed by the Equal Employment Opportunity Commission (EEOC), two female employees at a Terminix facility in Salt Lake City were repeatedly sexually harassed by a supervisor.  EEOC charged that other supervisors were aware of the misconduct but failed to address it. The victims’ supervisor suggested to the female employees that they not wear tops to work, wear nothing but Vaseline to work and should be strippers so they could give him a lap dance. The harasser’s supervisor was also aware of the sexual harassment but failed to report or correct it. The EEOC filed suit in U.S. District Court for the District of Utah after first attempting to reach a pre-litigation settlement through its conciliation process. 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 Morelli & Brown, PC, dedicates a large area of practice to employment law. Our firm has had considerable success in matters of employment discrimination throughout Long Island and the New York City area. For more information, contact Leeds Morelli & Brown at 1-800-585-4658 for a free consultation.

The Badminton World Federation has abolished a rule that would have forced women to wear skirts or dresses in elite competition after it was criticized as sexist, a hindrance to competition and offensive to Muslim women who compete in large numbers in Asian countries. The rule had been proposed to allow shorts or long pants but only if worn under skirts or dresses and was intended to make women appear more feminine and attractive to fans and corporate sponsors. See: http://www.nytimes.com/2011/05/30/sports/badminton-group-kills-controversial-dress-code-rule.html?ref=discrimination. See also related article: http://www.nytimes.com/2011/05/27/sports/badminton-dress-code-for-women-criticized-as-sexist.html

Title VII of the Civil Rights Act regulates various types of discrimination including gender discrimination. Additionally, 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. See: http://www.eeoc.gov/laws/types/sex.cfm

Leeds Morelli & Brown, PC is a nationally recognized firm in the area of sexual harassment and gender discrimination.  Our firm has been successful 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.

A Dunkin’ Donuts franchise, College View Donuts, will pay $290,000 to settle a sexual harassment lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC). In its suit, filed in U.S. District Court for the Northern District of New York, the EEOC charged that the manager of a Dunkin’ Donuts store in Wynantskill, N.Y., sexually harassed female employees, some of whom were only 16 and 17 years old. The Dunkin’ Donuts manager engaged in unwanted touching and hugging and made lewd sexual comments to the female employees. The EEOC argued that College View Donuts allowed the manager’s illegal conduct to continue even after two employees had complained about it a year before. The manager was fired after police launched an investigation and arrested him. The EEOC filed suit after first attempting to reach a pre-litigation settlement through its conciliation process.  Full Article.

It is 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. Although the law does not prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted). The harasser can be the victim’s supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.

Leeds Morelli & Brown, PC, dedicates a large area of practice to employment law.  Our firm has had considerable success 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.

NYPD detective, Dawn DelValle, has filed a lawsuit claiming that when she complained she was sexually harassed by a deputy chief she faced retaliation and the person who sexually harassed her got early retirement.  The detective claims she was “ostracized” and called a rat. In April 2010, she accused Deputy Chief Michael Gabriel of asking about her personal life, marriage and her cleavage. She alleges that she was reassigned to work with a lieutenant who had made remarks and attacked her character. Read more: http://www.nydailynews.com/ny_local/2011/05/13/2011-05-13_detective_says_officer_who_sexually_harassed_her_got_early_retirement_while_she_.html#ixzz1MLRe1vdZ

According to the United States Department of Labor, Title VII of the Civil Rights Act of 1964 prohibits discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color, religion, sex or national origin. This law is enforced by the Equal Employment Opportunity Commission (EEOC). In addition, Title VI of the Civil Rights Act of 1964 prohibits discrimination on the basis of race, color, or national origin in programs and activities that receive federal financial assistance. This law is enforced by the Civil Rights Center. See: http://www.dol.gov/dol/topic/discrimination/ethnicdisc.htm

As one of the prominent equal opportunity and anti-discrimination firms in New York, Leeds Morelli & Brown P.C. works to achieve successful judgments that are in the best interests of their clients.  If you or someone you know has been affected by employment discrimination or seeking a class action please feel free to contact Leeds, Morelli & Brown, PC at 1-800-585-4658 for a free consultation.

A federal lawsuit has been filed against a Cincinnati landlord who has been blackmailing his female tenants into having sex with him for the last three years.  Henry Bailey is a landlord who owns 22 apartment units across the city.  The lawsuit stated in detail that the landlord would enter his female tenants’ apartments without warning, make unwelcome sexual advances and comments, and evict tenants who would not comply with his demands.  The U.S. Department of Justice receives thousands of housing complaints every year but only files suit for about 30. Read More.

Issues of sexual harassment are governed by Title VII of the Civil Rights Act. As well as by state-level sexual harassment statutes which prohibit sexual harassment to and provide victims with a means to pursue justice.

Sexual harassment can occur in one of two ways: Quid pro quo harassment or hostile work environment harassment.  Quid pro quo harassment can constitute a one-time occurrence or involve repeated behavior requiring a person to tolerate some form of sexual harassment in order to get a job, keep a job, get a raise or promotion, or to receive some other benefit. This harassment can come from a prospective employer, a current employer, a manager or supervisor, or a co-worker. The sex and sexual orientation of your harasser does not matter.  Employers that foster or allow these conditions to continue can be found liable for the conduct of the offending employees. For more information, see: http://www.lmblaw.com/new-york/sexual-harassment.php

The lawyers at Leeds Morelli and Brown strive to successful judgments for their clients, including any former employees or recently fired workers who have been sexually harassed in the workplace.  If you or someone you know has been faced with sexual discrimination or sexual harassment, please contact our office, Leeds Morelli & Brown, PC, 1-888-5-JOBLAW, at One Old Country Road, Suite 347, Carle Place, NY, 11514-1851.