A North Carolina hotelcompany finds itself exposed to legal liability because the manager of a South Carolina hotel allegedly exposed himself to female employees.
Women who work at the Holiday Inn Express in Simpsonville, S.C., claim the hotel’s general manager twice exposed himself, made sexual comments and advances, and inappropriately touched them.
When they reported the incidents to the corporate offices of Imperial Investments Group Inc., based in Greenville, N.C., the manager denied the charges the same day.
The company promptly ended its investigation.
Then the general manager fired one of the women, a move she told the EEOC came in retaliation for complaining. The EEOC found enough merit in the women’s claims to sue on their behalf.
The lawsuit against Imperial Investments seeks back pay, compensatory damages and punitive damages for a class of female hotel employees.
Note: Always take sexual harassment investigations seriously. Whitewash investigations—that’s what this one looks like—only deepen resentment among employees. Firing employees who complain almost certainly guarantees a lawsuit.
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/13103/women-holiday-inn-manager-expressed-himself-inappropriately "
- Want to arbitrate employment disputes? Ensure handbook doesn't nix arbitration contract
- The early bird gets … noticed
- 'Ad hoc' leave benefits are a discrimination trap
- When filing lawsuits, employees not entitled to 'Two bites at the apple'
- Use 'general public' test to determine whether employee is disabled under the ADA