Bical Chevrolet in Queens is facing a sexual harassment lawsuit for what sounds like something out of junior high.
Katherine Salas accuses two Bical managers, Charlie Albanese and Michael Inserillo, of snapping her bra up to six times a day and smacking her bottom with a wooden backscratcher.
Requests for them to stop went unheeded. Eventually, Salas found the situation unbearable. She quit and sued.
Should the case go to trial, Salas says she’ll introduce into evidence numerous suggestive e-mails Albanese allegedly sent her, along with her replies asking him to stop the harassment.
Note: Employers, especially managers, have to know that no means no. Ideally, they should know how to act their age, too.
- When employee gripes about differing treatment, be prepared to document everything
- When investigating sexual harassment, consider all the evidence--including nonsexual threats
- Accommodate disabled workers, but don't alter main job functions
- When employee sues, beware whistle-blower add-on that alleges violation of public policy
- Managers—Even HR Managers!—May Be Personally Liable for Disability Harassment