Employment and Labor Law IP
002
An employee of 1995 Auto Corp. recently filed with the Equal Employment
Opportunity Commission (EEOC). The charge states that 2 female employees
in one of the nonunion satellite offices were subject to repeated and unwelcome
sexual advances by their male supervisor who is on a work visa. The charge
further states that the two women previously complained to the supervisor’s
immediate superior letting him know they felt uncomfortable and would like the
behavior to stop. The harassment did not stop, but rather, it continued over a
period of 3 months. At that point, the female employees decided that the
company would not help. They decided to file a claim with the EEOC, stating
they were being sexually harassed at work.
The owner is certain the company can put together a response that will
clear the company of the charge. He asked if you felt they had a pretty
good case. You state that you are not legal counsel for 1995 Auto Corp.;
however, you request permission to investigate the claim before giving your
thoughts on the company’s policy documentation for a legal defense.
Given your knowledge of Title VII of the Civil Rights Act, you are
concerned with 1995 Auto Corp.’s ability to defend the EEOC charge. You plan to
engage in your own investigation into the claim to learn more about the
complaints made, who had knowledge, what type of investigation was conducted
(if any), and what actions were taken.
As you prepare your strategy for investigating the claim and the union issues,
consider the following:
·
What is the
legal definition for sexual harassment?
·
What
investigation process should 1995 Auto Corp. have engaged in when the claims
were first made? Why will that be important to the defense of the EEOC charge?
·
What is the legal
liability for 1995 Auto Corp. if the EEOC investigation finds the charge to be
factual with employer knowledge of the events? Consider the options of
mediation versus litigation with regard to organizational cost.
·
What should 1995
Auto Corporation do to prevent this type of charge in the future?
·
What are your
overall recommendations for the owner with regard to preparing a response to
the EEOC charge?
·
How should 1995
Auto Corp. address a harassment case when it involves employees with a work
visa? Consider any special circumstances in employment law dealing with
harassment and foreign labor in the workplace.
The following links may be useful to you in this process:
The Charge Handling Process
http://www.eeoc.gov/employers/process.cfm
Sexual Harassment
http://www.eeoc.gov/laws/types/sexual_harassment.cfm
