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No free attorneys for employees who sue

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If anything would add to the avalanche of employment suits already burying employers in litigation, it would be providing free legal counsel to employees who sue. Fortunately, at least one federal court hearing a New Jersey case has nixed the idea. It told the employee she’s on her own if she can’t find an attorney willing to take her case.

Recent case:
Julie McDaniel was working as a flight attendant for Continental Airlines when she claims co-workers began sexually harassing her. She complained and was fired shortly after. She said she cannot afford to pay an attorney.

The court rejected her request for a pro bono attorney and suggested she go it alone. Alternatively, she can try to find one willing to take the case on a contingent-fee basis. (McDaniel v. Continental Airlines, No. 08-CV-3148, DC NJ, 2008)

{ 2 comments… read them below or add one }

Denise Eileen November 4, 2012 at 9:03 pm

Like what you’ve read? …Republish it and share great business tips!

” NO I DID NOT LIKE WHAT I READ”…………………………

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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.

THIS IS NOT A GREAT CONTENT TO BE READ AND OR PASSED AROUND.
IT SHOULD HAVE NEVER BEEN POSTED.
THE ONLY INSIGHT I OBTAINED FROM IT WAS THAT NO ONE READ THE ORIGINATING CAUSE AND OR THE STATEMENT OF THE HARASSMENT, NOR THE TIMING AND DATES OF EVENTS THAT LEAD TO THE TIMING OF THE COURTS INVOLVEMENT, NOR OF HER NOT RESIDING IN NJ, NOR OF HER FINANCIAL STATEMENTS, BANK RECORDS, NOR OF HER EMPLOYEE RECORD, AWARDS ETC.
THE COWORKERS SHE COMPLAINED OF WERE ALL FROM THE SAME FLIGHT IT WAS AN ISOLATED EVENT THAT TOOK PLACE BY THE SAME PEOPLE THROUGH OUT A THREE DAY PAIRING ETC.

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.

McDaniel v. Continental Airlines, No. 08-CV-3148, DC NJ, 2008

THE EVENTS TOOK PLACE IN 2006
IT WASN’T UNTIL AFTER YEARS OF UNION AND COMPANY POSTPONING HEARINGS/MEETINGS FOR HER GRIEVANCE THAT SHE CONTACTED THE COURTS.
THE COMPANY AND UNION CLOSED HER GRIEVANCE JANUARY 2010.
NEARLY THREE YEARS TO GET A STEP TWO “SECOND MEETING TO DISCUSS EVENTS FROM 2006”
IMAGINE BEING TOLD YOUR GRIEVANCE WILL BE HEARD/HELD AS SOON AS WE SCHEDULE A DATE
AND THAT IS CANCELLED BY COMPANY/UNION TIME AFTER TIME FOR YEARS.

IF YOUR SITE REALLY DOES
“believe great content should be read and passed around.
AND THAT
knowledge IS power.
And good business can become great with the right information at their fingertips.
THEN YOU SHOULD CONTACT THE PERSON(S) WHOM YOU ARE WRITING AND POSTING AND PUBLISHING OF FOR THE WORLD TO SEE AND BELIEVE.

If you’d like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
I DID NOT FIND WHAT I READ TO BE INSIGHTFUL
I FOUND IT TO BE ONE SIDED AND DANGEROUS OF THAT PERSON(S) FUTURE OF OBTAINING EMPLOYMENT.

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:

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Denise Eileen November 4, 2012 at 8:39 pm

Julie was not wanting to sue for money, she was wanting to be reinstated with her full company seniority. She did not care of reimbursement of pay all she wanted was her career back. I have flown with her many times. She was retaliated against after following policy and procedures of reporting harassment. She did not involve the courts
ntil after it was evident that the union and company kept postponing scheduled meetings/hearings. It took nearly three years for a Step Two.
I would assume she did not have the money for an Atty. as she had been unable to obtain employment due to the retaliation of those that did violate P&P’s that resulted in her Wrongful Termination.
Those that were of Management at that time were in a compromising situation, knowing of her Perfect Work Record with no diciplinary tracks.
She was an above and beyond employee for the operational needs of the company. She helped others that were having difficulties and other matters, she had received only positive customer comments and letters.
Perhaps you should read the Transcripts from the meetings and or read the Customer Complaint Cards of that pairing, they Complimented her Professionalism and Attentiveness while stating the “Romper Room Behavior of the Male Attendants” She was the Only Female Attendant, She was above 40, She was a Line-Holder. Customers complained of the Male Attendants Only within the Customer Comment Cards. Read her Employment Record with the company, she was above and beyond even during Ghost Flight Checks. She was the one that was violated. I wish there was more co-workers that took as much pride in their career as she did, her appearance, personality, respect of others and many other qualities.
If anything I think you should contact her and or give her the respect of removing this blog as it posses a negative potential of her obtaining employment elsewhere.
It was the reporting of the harassment upon her return to EWR that she became terminated as she had not worked since she reported the harassment, she even called the Employee HelpLine to discuss what happened to her.
She followed P&P’s, It was upsetting as events happened and nothing could be done to stop things. The saying it is Who you know (or related to) that matters. It hurts the ones that Follow the Rules, Protocol, Procedures, Regulations etc.

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