Employment - Gender, Sex Harassment

• CP v. "Public utilities company," employment, gender. CP alleged she was subjected to gender discrimination by her employer. She alleges her employer gave educational benefits to male employees, but denied the same benefits to female employees, including herself. CP states she complained to the employer's Human Resources department. As a result, CP states she was retaliated against by being subjected to derogatory remarks in the workplace and at company-sponsored functions. After filing a complaint with the Human Relations Commission, but still working for the employer, CP began looking for a different job. A settlement agreement was reached during mediation where the CP received $52,900 in severance pay in exchange for her resignation.
• CP v. “Fast food restaurant,” employment, sexual harassment. CP, a minor, filed a charge through her parents and alleges Respondent’s manager sexually harassed her, causing her constructive discharge.  Settled for $500 in back wages less applicable taxes, $500 added to 529-fund for college or post-secondary school of CP's choice, and positive job reference.
• CP v. “Construction materials company,” employment, sex harassment/gender. CP alleged she was subjected to daily sex-based comments, denied a promotion based on gender. She states she complained to management, but the harassment continued. Settled for $3,500 (less applicable taxes), $9,750, and $50 per counseling session up to two times per week for six months and another six months at the same rate if medical provider feels it is necessary.
• CP v. “Large call center,” employment, sexual harassment, retaliation. CP alleged her supervisor frequently looked at her inappropriately, then on one occasion, asked her if he could join her when she told him she planned to drink wine and sit in her hot tub that night.  CP alleges that when she complained to Human Resources, she was told she should stand up for herself and not rely on others to do it for her.  Shortly afterwards, her supervisor excluded her from daily staff meetings  and stated he would not meet with her alone, causing her constructive discharge. Probable cause found for the constructive discharge; no probable cause found for the sexual harassment because it was not sufficiently severe or pervasive.  Settled for $40,000 during conciliation process, prior to public hearing.
• CP v. “Trucking company,” employment, sex harassment. Probable cause found when Respondent and its supervisor created intolerable working conditions, resulting in constructive discharge of the CP. CP was called derogatory names by her supervisor, subjected to sex-based comments by her coworkers, and expected to tolerate sexually explicit posters, and magazines.  Even after she indicated to management and the company president that she did not feel the comments, posters and magazines were appropriate, nothing was done.  These incidents did not stop for the CP until she ended her employment. The fact that CP considered leaving the company for unrelated reasons earlier does not diminish her reasons for leaving because of sexually harassing and offensive treatment. The parties continued into Circuit Court.

* CP stands for "Charging Party"