Articles Posted in Sexual Harassment

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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