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Employers Cannot Avoid Sexual Harassment And Discrimination Claims Simply By Having Anti-Discrimination Policies And Training Or Warning The Offender.

On Behalf of | Jan 10, 2013 | Age Discrimination, Disability Discrimination, Gender Discrimination, LGBTQ Discrimination, Military Status Discrimination, National Origin Discrimination, Pregnancy Discrimination & Maternity Rights, Race Discrimination, Religious Discrimination, Sexual Harassment, Wrongful Termination |

 Bargain retailer Big Lots Stores Inc., a Columbus, Ohio-based retailer, recently to pay $155,000 to settle a sexual harassment lawsuit based on facts that our employment discrimination lawyers typically see.  As alleged in the lawsuit, the store manager repeatedly demanded to see a customer service representative’s breasts.  The female employee complained to corporate about the discrimination.  Trying to insulate itself from liability, the Ohio retailer warned the manager and distributed sexual harassment training materials.  But, as detailed in the lawsuit, the sexually harassing manager returned to his old ways, which enraged the female employee.

Under Ohio law, an employer is strictly liable for the sexual harassment by its managers no matter what actions are taken following the conduct.  As for the reported sexual harassment by co-workers, employers cannot give cursory warnings and assume that the problem has been taken care of.  This was a big lesson for Big Lots.

If you even think that your employment rights have been violated or that you might need an employment lawyer, then call the right attorney to schedule a free and confidential consultation at 866-797-6040. Spitz, The Employee’s Law Firm is dedicated to protecting employees’ rights and solving employment disputes.


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