The Employer agreed to pay $115,000 to settle a retaliation discrimination case brought by the U.S. Equal Employment Opportunity Commission (EEOC). The EEOC sued the Employer for allegedly retaliating against a security guard who opposed a sexually hostile work environment.
According to the lawsuit petition, the Employer terminated a male employee in retaliation for his role in a woman’s sexual harassment complaint.
Some of the sexual harassment at issue includes another security guard using security cameras to zoom in on women’s private parts.
The male employee told a woman about the guard’s actions, and the woman filed an internal sexual harassment complaint. The Employer responded by firing him the day after it learned of the internal sexual harassment complaint (retaliation).
According to an EEOC attorney, “Title VII protects employees from being retaliated against for opposing sexual harassment even if they complain to someone other than the employer, like a co-worker or client.”
In Missouri, the Missouri Human Rights Act also protects employees from unlawful retaliation. If you are a worker in Kansas City, MO, the Missouri Human Rights Act is a law that prohibits illegal retaliation against you.
Laws prohibiting workplace retaliation are designed to encourage reporting about possible discrimination and harassment in the workplace.
Eliminating policies and practices that discourage or prohibit individuals from exercising their rights under employment discrimination statutes, is one of six national priorities identified by EEOC’s Strategic Enforcement Plan.
If you believe your employer is treating you unfairly because you reported discrimination or harassment in the workplace, you may want to speak with a labor lawyer or an attorney who has experience with discrimination lawsuits.
If your employer has fired or has threatened to fire you because you reported possible discrimination or harassment in the workplace, you may want to speak with a labor lawyer or an attorney who has experience drafting discrimination reports.
Before filing an EEOC charge of discrimination, you may want to contact a law firm with experience drafting EEOC complaints. An attorney with experience drafting discrimination charges may be able to help you preserve your rights.
Discrimination lawsuits often have short deadlines so you should consider contacting an attorney right away.