Articles Posted in Sexual Harassment

Fox News star Bill O’Reilly and the network have paid out some $13 million to five women over the past 15 years to settle a series of harassment allegations against the opinionated host, according to the New York Times.

The settlements, three of which had been previously undisclosed, were in exchange for the women’s agreement not to sue the company.

O’Reilly – the top-rated attraction on cable news for many years – generated headlines in 2004 for his dispute with Andrea Mackris, who alleged that he had harassed her repeatedly while she was a producer of his program “The O’Reilly Factor.” Mackris settled her claims for a reported payout of $9 million in 2004.

In January of this year, O’Reilly settled another harassment claim, lodged by former Fox News presenter Juliet Huddy, for an undisclosed sum.

The Times found three other complaints and payouts involving O’Reilly, dating back to 2002.

Fox settled two of them, and O’Reilly privately settled a third in 2011. The latter agreement was so secret that 21st Century Fox was unaware of it until last year, the paper said.

Fox hasn’t said whether O’Reilly was ever disciplined as a result of the allegations.

O’Reilly’s statement, posted on his website, said:

Just like other prominent and controversial people, I’m vulnerable to lawsuits from individuals who want me to pay them to avoid negative publicity. In my more than 20 years at Fox News Channel, no one has ever filed a complaint about me with the Human Resources Department, even on the anonymous hotline. But most importantly, I’m a father who cares deeply for my children and who would do anything to avoid hurting them in any way. And so I have put to rest any controversies to spare my children. Those of us in the arena are constantly at risk, as are our families and children. My primary efforts will continue to be to put forth an honest TV program and to protect those close to me.

O’Reilly and Fox continue to face allegations by former Fox personality Andrea Tantaros, who claimed, in a lawsuit filed last summer, that O’Reilly sexually harassed her.

Sexual harassment in the workplace is illegal. Sadly, many employees fear taking because they are afraid of losing their much-needed jobs. Sexual harassment needs to be reported, though. In many cases, the harassment can escalate quickly and lead to a hostile work environment. When it gets to this point, you are unable to do your job and earn your living.

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Almost 250 women and men are making sexual harassment claims against one of the nation’s largest jewelry companies, Sterling Jewelers, which operates under the name of Kay Jewelers and Jared the Galleria of Jewelry.

Claims of demeaning women and encouraging sexual discrimination are sweeping headlines.

Among the declarations, there are reports of a rape, male managers cavorting in a swimming pool with topless female employees at a mandatory manager’s conference and a witness who tells of a male manager suggesting that a female co-worker swipe a credit card between her breasts.

The declarations portray Sterling Jewelers as fostering a workplace where senior men treated young saleswomen as sexual objects, including groping, demeaning and demanding sex in return for better jobs and job security.

These declarations are part of a private class-action arbitration case first filed in 2008. It alleged female employees at the conglomerate were routinely sexually harassed, paid less and passed over for promotion at Sterling, which operates close to 1,500 stores in the United States.

There are statements that have come to light that describe top male managers at the company sending “scouting” parties to stores to find female staffers to target for sex.

The managers so frequently demanded sex from female workers in exchange for better positions within the company that there was an internal phrase for it called “going to the big stage.”

The class-action case includes 69,000 current and former females employees of Sterling.

Requests for sexual favors and physical conduct of a sexual nature are all forms of sexual harassment. If you are being harassed by being asked or told to perform sexual favors, call our Florida Sexual Harassment Lawyers at Whittel & Melton at 866-608-5529 to discuss your case. Your consultation is always free and everything discussed is kept fully confidential.

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A top engineering executive at Uber is gone just five weeks after his hire was announced. According to a report, the man failed to disclose that he’d left his previous job at Google because of a sexual harassment allegation.

The man denied the allegation and said he left Google a year ago for his own reasons.

This is just the latest turmoil at Uber. Last week, Uber found itself wrapped up in an unrelated sexual harassment catastrophe that stemmed from a detailed essay published by a former female Uber engineer, who charged that her prospects at the company evaporated after she complained about sexual advances from her boss. In the post about her year at Uber, the woman said that the company’s human resources department ignored her complaints because her boss was a high performer.

Uber CEO Travis Kalanick has called for an independent investigation of those issues, and the company has hired former Attorney General Eric Holder to help.

The hashtag #DeleteUber is making a comeback with this news.

Sexual harassment is something that no employee should ever have to tolerate at their place of work. When harassment happens on the job, it results in a hostile work environment. When someone must perform job duties in a hostile workplace, they may suffer from mental anguish and/or not be able to complete their work tasks. If their productivity drops, they could lose their job.

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A former employee of Idaho State University has settled her sexual harassment lawsuit against the school for $170,000.

In the lawsuit, the woman accused her former Idaho State boss, now a University of South Florida professor, of forcibly kissing her and grabbing her buttocks in her campus office in 2013.

She also insisted the university retaliated when she complained by reassigning her to a job in a basement storage room without a computer, phone or specific tasks to accomplish.

The decision to end the lawsuit was made in December, but the final paperwork was finished this month.

ISU issued this statement: “All parties are satisfied with the resolution reached. ISU is committed to the equal treatment, safety and well-being of all of its students and employees.”

The woman was a 28-year-old graduate student, working as an education coordinator for the university’s Museum of Natural History when the sexual harassment occurred. Her boss gave her unwanted attention for months before groping her, according to the suit.

After she filed a complaint, the woman was placed on administrative leave as the school investigated. Officials concluded she was telling the truth. Then she was placed in the basement office.

In 2014, she quit and sued the university for civil and human rights violations. Idaho State failed to have the lawsuit dismissed and, after a trial was scheduled, agreed to settle.

The woman’s 57-year-old boss left Idaho State in 2015 for a job at USF.

Sexual harassment in the workplace is not a thing of the past. In fact, it is a problem that claims countless victims every day across the United States. There are two types of sexual harassment that fall under discrimination. The first, any unwanted touching, comments, jokes and other wrongful behavior that is continuous. The second involves sexually demands, such as demands for dates or sex in return for a promotion, a raise, or threats of retaliation unless the sexual act is carried out.

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On Dec. 22, the U.S. Equal Employment Opportunity Commission (EEOC) announced a lawsuit against Rocky Mountain Casing Company for sexual harassment.

According to the EEOC, the company subjected a male employee to harassment because of his male sex and his sexual orientation. The employee was apparently called offensive and homophobic slurs were made by fellow employees and his manager.

The male employee complained about the abuse, but the company failed to take action. Conduct of this nature violates Title VII of the Civil Rights Act of 1964.

This is the first case EEOC has filed in North Dakota that charges an employer with allegations of subjecting a male employee to sexual harassment based on his sexual orientation.

Employment discrimination based on an employee’s sexual orientation or gender identity might be obvious in some cases, and subtle in others. However, each case must involve some type of discriminatory action taken because the employee was gay, lesbian, bisexual, transsexual, or transgender. This includes failing to hire or promote a person because they are in a same-sex relationship, firing someone for being gay, threatening an employee because of their sexual orientation, making rude or offensive jokes and other abusive behavior.

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