Sexual Harassment of Restaurant Worker
Anna worked at a restaurant that was part of a national chain.
Almost immediately after she met her manager, he began sexually harassing her. On the first day, he asked for her phone number. On the second day, he researched her home address and began talking to her about how close he lived to her. In the following weeks, he would repeatedly rub her shoulders, touch her waist, approach her when she was alone in the employee coat room, and on two occasions groped her inner thigh. He also asked personal and probing questions about what she did outside of work. After she reported him, the manager pulled her into his office, locked the door, and threatened her with her job if she continued to complain about his behavior. The individual above him was also unhelpful, and told her that if she went over his head and reported to upper management, it would ruin her chances of promotion, and that this wasn't worth losing her job over. Finally, Anna requested a meeting with corporate Human Resources, at which she described everything that had happened to her over the past few months. She was terminated on her next scheduled shift after this meeting. The termination itself was devastating to Anna. She and her two young children were evicted from their apartment, lost their car, and had to move in with a family member in order to survive. Equally devastating was the humiliation and stress she experienced daily at the hands of the General Manager, and the frustration and despair of the indifferent response she received from others in the company. |
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Harassment Solution
We filed a complaint on Anna's behalf with the Massachusetts Commission Against Discrimination ("MCAD") against the company and the General Manager. By the time the complaint was served, the General Manager had left the state and was no long affiliated with the company. He never responded to the complaint or participated in the litigation.
During the MCAD proceeding, we went to mediation and were able to obtain a settlement for Anna to compensate her for the harm she suffered as a result of reporting sexual harassment in the workplace.
During the MCAD proceeding, we went to mediation and were able to obtain a settlement for Anna to compensate her for the harm she suffered as a result of reporting sexual harassment in the workplace.
Postscript
Anna was able to get back on her feet as a result of the settlement, and also get some measure of satisfaction that the employer had been held accountable for its indifference and retaliatory actions.
If you are in a similar situation, remember that both the harassment itself and retaliation are unlawful. You have the right to report inappropriate behavior, and to be free from threats, intimidation, demotion or termination as a result of your good faith report.
If you are in a similar situation, remember that both the harassment itself and retaliation are unlawful. You have the right to report inappropriate behavior, and to be free from threats, intimidation, demotion or termination as a result of your good faith report.
How Our Employment Lawyers Can Help
If you feel that you are the target of sexual behavior, misconduct or harassment, we can help. We will help you assess the situation, understand your rights and obligations, and make a plan to solve the problem. You can use the button below to schedule a call back from a member of our team, or give us a call at 781-784-2322.
