DiMare Ruskin, an agricultural products company, faces sexual harassment charges stemming from the alleged actions of father and son supervisors at the company’s Immokalee plant.
Female employees at the factory alleged both supervisors groped them and made unwanted sexual advances.
Then, the women said, the pair retaliated against women who refused them by assigning them tougher work assignments and reducing their hours. Eventually, women who resisted the father and son found their hours cut entirely.
The suit, joined by the EEOC, seeks back pay, compensatory damages and punitive damages for current and former female employees.
Note: Whether your company has an anti-nepotism provision is a matter of preference. However, know that family members working closely together can have ramifications forand fiduciary responsibilities. Companies are better off separating relatives or having them report to someone else.
- Anti-gay bias cases in limbo in 2nd Circuit
- Be prepared to explain business case for RIF
- Warn managers and supervisors: You may be personally liable for discrimination!
- Proceed with layoff if employee you planned to cut suddenly complains about discrimination
- Despite lawsuit fears, should we provide anti-Harassment training?