If you are having trouble getting top
And that vastly increases the chances that a jury will hold the company liable.
Recent case: Thelma Alaniz and three other women filed lawsuits against their former employer, alleging that their boss had sexually harassed them. The women had all worked for a doctor who ran clinics specializing in osteoporosis and arthritis treatment.
Alaniz told the clinic’s personnel director that the doctor had sexually harassed her by rubbing her thighs and knees, grabbing her around her waist and kissing her. Then she filed an EEOC complaint. Within days, the doctor ordered the personnel director to discipline Alaniz and then fire her.
The next apparent target was the personnel director herself, who claimed the doctor tried to get her to sit on his lap. She quit. Then two more women made similar allegations.
The court let all four plaintiffs try the case jointly. A jury found the doctor liable and he appealed, alleging that it had been prejudicial for the jury to hear all four accounts together.
The 5th Circuit Court of Appeals turned down his appeal. It reasoned that the women’s stories showed a pattern of behavior. That justified trying the cases jointly. (Alaniz, et al., v. Zamora-Quezada, et al., No. 07-40325, 5th Cir., 2009)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- 5 ways to avoid legal risks of converting temps to regular staff
- Avoid 'staccato' work for one hour per day
- Planned state furloughs tied up in union lawsuit
- Track timing on discrimination suits; missed federal deadlines can kill state claims, too