If you haven’t recently reminded supervisors to keep anti-female comments to themselves, here’s a recent case
you can cite. Such comments will be viewed as direct evidence of discrimination. That practically guarantees a lawsuit if the employee is ever fired.
Recent case: Brenda Boutwell worked for Advance Construction Services. When her boyfriend, who also worked there, walked off the job, they were both fired.
Boutwell sued for sex discrimination, claiming her supervisor had told her that women didn’t belong in construction and that she was just there as a favor to her boyfriend. She said he had also told her if her boyfriend ever quit, she would lose her job.
That testimony was enough for a judge to let her lawsuit continue—the supervisor’s statement was direct discrimination evidence. (Boutwell v. Advance Construction, No. 3:07-CV-444, ND FL, 2009)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Set up employee complaint hotline to flag managerial abuses—and stop lawsuits
- Boss's stray comment isn't enough to prove national origin discrimination
- Beware discrimination in contract bidding
- EEOC loses bid to expand who can be a victim of sexual harassment