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Best Sex Discrimination Lawyer Reply: What Are My Gender Rights In A Male Dominated Work Force?

| May 27, 2014 | Employment Discrimination, gender-discrimination, Sexual Harassment |

Top Ohio Gender Discrimination Attorney Answer: How do I stop my boss from sexually harassing me? What should I do if I’m unfairly passed over for a promotion in favor of less qualified men? Can my boss retaliate against me for reporting sexual harassment or gender discrimination? What is the best way to find a top Ohio sexual harassment lawyer?

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Ohio’s employment laws, R.C. § 4112.99, and the federal law’s Title VII of the Civil Rights Act of 1964 make gender discrimination unlawful. Under these gender discrimination laws, it is unlawful for any boss to make decisions to hire, wrongfully fire, promote, assign jobs or award benefits based on employee’s gender. Additionally, sexual harassment is a form of gender discrimination, and is, therefore, also unlawful under these same laws. A less commonly know aspect of these laws is that employers are prohibited from retaliating against women or men that complain, either internally or to an outside agency, about gender discrimination or sexual harassment.

It seems simple enough, right? Yet, there is still an ongoing problem with sexual harassment and gender discrimination. Indeed, sexual harassment and gender discrimination are particularly a problem in predominately male work environments. For some reason, men think that it is their right to protect the last bastions of male dominated work forces – construction, manual labor jobs, transportation, military, fire departments, and police forces, among others.

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The gender discrimination and sexual harassment case of Elena Gonzalez and Christine Savage demonstrates the ongoing problems that women face. Gonzalez and Savage served as police officers in the Neptune Police Department. Apparently, the male officers and supervisors did not not take too kindly to having women amongst them. The two women police officers were sexually harassed. According to the women, Police Capt. Michael Emmons participated creating a sexually hostile work environment by using sexually explicit gestures and language. Penis magnets were placed in Gonzalez’s patrol car.

The gender discrimination was not limited to sexual harassment. Both women officers reported being been passed over for promotions in favor of less qualified men. Unlike their male counterparts, Gonzalez and Savage were denied training and special assignments. Gonzalez could demonstrate her qualifications having received several awards for police service from outside. Nonetheless, Gonzalez was passed over three times for promotion to sergeant in favor of seven men. Amazingly, Gonzalez was expressly told that she did not receive one promotion because she is a single mother.

To complete the trifecta, the police department added retaliation to the sexual harassment and discrimination. According to the women, now retired police chief Robert H. Adams responded to Savage’s reports of sexual harassment and gender discrimination by telling her: “You know, this is a male-dominated field,” and it is “not going to change.” Other supervisors told Gonzalez to “get used to it,” and, “that is the culture here.” Then, instead of investigating and trying to correct the problem, the women asserted that they were “placed under a microscope by supervisors, in contrast to her male counterparts,” and received “unfair and retaliatory performance reviews.” When Savage protested the reviews, her supervisors repeatedly asked her if she was going to cry. Clearly, this is not something that was said to the men in the department.

So the policewomen filed a claim with the Equal Employment Opportunity Commission (“EEOC”). Face with the opportunity of trying to resolve the issues by addressing and correcting them, the police department apparently chose to double down by further retaliating and sexually harassing the women. For example, Gonzalez faced heightened and unjust scrutiny of her performance, bad evaluations, denial of necessary training, removal from a position.

So, the women finally said enough is enough and filed suit against Neptune, Adams, Emmons and others. Faced with the prospect of having to explain their conduct to a jury, Neptune agreed to settle the case by paying $660,000 to Gonzalez and Savage ($330,000 each), promoting the women to sergeant, and proving them access to the training courses at issue.

Again, gender discrimination and sexual harassment are unlawful under Title VII of the Civil Rights Act of 1964 and similar Ohio laws. If you feel that you are being discriminated against based on your gender, are being sexually harassed, or are working in a sexually charged or hostile working environment, you should not wait to call the right attorney at 866-797-6040 to schedule a free and confidential consultation. At The Spitz Law Firm, you will meet with a sexual harassment lawyer/hostile work environment attorney to find out what your legal rights are and the best way to protect them. Sexual harrassment is a form of gender discrimination, and employers should be held accountable if they discriminate against female workers in any fashion – but particularly for sexual harrassment. It does not matter if you have been wrongfully fired or are still employed, there is no reason to wait to find out what your legal rights are and how to protect yourself from sexual harassment and gender discrimination.

Disclaimer:

The materials available at the top of this page and at this gender discrimination, wrongful termination, and sex harassment law website are for informational purposes only and not for the purpose of providing legal advice. If you are still asking “what should I do …”, “I’m being sexually harassed …” “my supervisor grabbed my…”, “my boss is touching…,” “I’ve been wrongfully terminated,” or “how do I …”, your best course is to contact an Ohio sexual harassment attorney/hostile work environment lawyer to obtain advice with respect to sexual harassment/hostile work environment questions or any particular employment law issue. Use and access to this employment law website or any of the links contained within the site do not create an attorney-client relationship. The legal opinions expressed at the top of this page or through this employment law website are the opinions of the individual lawyer and may not reflect the opinions of The Spitz Law Firm, Brian Spitz, or any individual attorney.