The EEOC has filed suit against a Chicago ambulance service, alleging that a supervisor often made off-color remarks to female employees and, on at least one occasion, demanded sexual favors in return for a raise.
Several women who worked for Jay Medcar Transportation complained of the behavior, but the EEOC alleges the company never investigated any of the charges.
The complaint also claims that one of the women was fired in retaliation for contacting the EEOC. Attempts to conciliate the dispute failed, and the EEOC filed suit.
Advice: Quickly and fairly investigate all complaints of sexual harassment. If you discover that harassment did occur, discipline the guilty parties. Regularly train supervisors so they’ll recognize sexual harassment and understand the legal liabilities it causes.
- Document your good-faith efforts to implement ADA accommodations process
- In RIF, use same criteria you use for hiring
- 'Intentional' harm can trigger separate lawsuit
- Put best foot forward when responding to EEOC administrative claims
- Dangerous Disability: Must You Accommodate Diabetic Worker Who Poses a Safety Risk?