A busing company has been ordered to pay $150,000 to settle a sexual harassment suit in Los Angeles and allegations of retaliation, School Transportation News reported.
Unfortunately, it is all too common for an employee to face retaliation in the workplace when asserting his or her rights. Whether you are dealing with a sexual harassment or discrimination claim, or you are involved in a work accident or work-safety issue, state and federal laws prohibit employers from retaliating against employees who exercise their workplace rights. Consulting an Orange County employment attorney is frequently the best bet when it comes to asserting your workplace rights and protecting yourself against discrimination, retaliation or harassment.
"Last year, retaliation charges became the number one type of complaint that the EEOC received," said Olophius Perry, district director for the EEOC's Los Angeles District Office. "The increase signals a widespread problem wherein employers seem to choose retribution over working toward eliminating the sources of discrimination in the workplace. Employers must understand that workers have the right to complain, and it is illegal to retaliate against those that do."
The U.S. Equal Employment Opportunity Commission levied the fine against First Student after a supervisor and another manager were accused of covering up sexual harassment and retaliation complaints filed by four female employees.
The case involved a male supervisor who was accused of sexual harassing three female drivers and an HR assistant. The allegations were that the supervisor made numerous sexual remarks to the employees. The harassment then turned physical when he reportedly exposed himself, grabbed a driver's breasts and rubbed himself against her.
The EEOC charged that a male manager covered up the harassment and failed to take corrective action. He was also accused of disciplining one of the victims and transferring another. The accused supervisor also allegedly cut one of the driver's hours when she refused his advances, while promising more hours to female employees if they submitted.
Three of the victims resigned in the face of the harassment. The four victims will split the $150,000.
"As noted in the consent decree entered into by First Student and the EEOC, the First Student settlement of the matter was a resolution of a disputed claim and there was no finding that First Student violated any federal employment law," the company said in a statement. "First Student denies that it violated any employment laws and its decision to enter into the settlement is in no way an admission of any type of violation."
However, as part of the decree, First Student is required to hire an outside consultant to revamp sexual harassment and other employment policies. It is also required to train its supervisors to report allegations to human resources within 24 hours.
If you need to speak to a sexual harassment attorney in Orange County, contact the California Legal Team at (310) 497-0321 to discuss your rights.
