So your kid has made it to 16 without getting addicted to drugs. He or she avoid alcohol and does hang out with delinquents. The report cards are good and your kid is showing real signs of responsibility by getting a job to pay for gas. All is good. Well, maybe not.
As a parent, we check out their dates; we check out their friends; but what about their employers? According to a recent Illinois State University study of high school teens, 54 percent of females and 37 percent of males have been harassed on at least one occasion by an employer in the last two years. That means when your daughter gets her first job, there are better odds than a flip of the coin that she will be sexually harassed.
Our employment discrimination lawyers are regularly asked to help with cases like these. Why are our kids more vulnerable to sexual harassment? Pig employers feel a greater degree of power over minors than they do over other subordinates. These pig bosses feel like the teenager employees will be meeker and will be less likely to report such conduct. And, often harassing employers know that teen employees are easily disposable and replaced. Teen workers are jobs rarely complex; often need less training; and don’t need specialized skills. On top of that, there are waves and waves of teen workers looking for minimum wage jobs.
To make matters even worse, the higher ranking bosses are often willing to get rid of a complaining and very replaceable teen employee rather than fire a manager whom the employer has invested more training and whose departure would disrupt business. The employers are willing to risk that the teen employee won’t tell anyone, other than maybe complaining to a friend.
What teen employees should know is this: Meeting with our attorneys is free. Getting legal help will not cost them any attorney fees unless we recover money for the harassed teen employee. And, under Title VII of the Civil Rights Act of 1964 and R.C. § 4112.99, the law is on your side.
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.
The materials available at this website are for informational purposes only and not for the purpose of providing legal advice. You should contact an attorney to obtain advice with respect to any particular issue or problem. Use and access to this website or any of the links contained within the site do not create an attorney-client relationship. The opinions expressed at or through this site are the opinions of the individual author and may not reflect the opinions of the firm or any individual attorney.