Another California Call Center Faces Fines for Sexual Harassment and Retaliation
Sacramento, CA (Law Firm Newswire) November 4, 2015 – Several California call centers are facing lawsuits for retaliation and sexual harassment. In this latest case, XVI Global Solutions has agreed to pay $600,000, plus make other significant changes in the workplace, in settlement for a retaliation and sexual harassment complaint filed by the U.S. Equal…
PUBLISHED BY: LFN Primary
Sacramento, CA (Law Firm Newswire) November 4, 2015 – Several California call centers are facing lawsuits for retaliation and sexual harassment.
In this latest case, XVI Global Solutions has agreed to pay $600,000, plus make other significant changes in the workplace, in settlement for a retaliation and sexual harassment complaint filed by the U.S. Equal Employment Opportunity Commission (EEOC). (EEOC v. VXI Global Solutions, Inc. a/k/a, VXI Global Solutions, LLC, Case No. 2:14-cv-07444)
The lawsuit was filed in 2014 and alleged that nine workers were subjected to a hostile workplace since 2009 due to the actions of 13 harassers. Further details revealed that female workers were continually propositioned and groped by male workers.
“In a somewhat unusual twist, male workers also reported unwanted physical rubbing and lap dances by female supervisors,” said well-known Sacramento sexual harassment lawyer, Deborah Barron. Men who refused to take part in the activities were branded as being gay.
As a condition of the settlement negotiated and listed in a consent decree by the EEOC, in U.S. District Court in Los Angeles, XVI Global Solutions must hire a consultant to train workers and managers and ensure the company comes into compliance with federal discrimination laws. The consultant is also responsible for creating a system to track retaliation and sexual harassment complaints.
Retaliation and sexual harassment in the workplace is illegal, period. Employers must take more effective and timely steps to deal with such complaints, or continue to face legal sanctions that may include, but not be limited to, fines, setting up harassment reporting systems and hiring consultants to educate and train staff, managers and company owners about state and federal sexual harassment and retaliation laws. Most people do not realize that the same laws that protect them from discrimination and harassment in the workplace also protect them from retaliation.
Workers may not be punished for making legally protected harassment or discrimination claims, or for taking part in investigations of the workplace. Punishment also does not just cover demotion or firing. It may also include other negative actions ranging from being denied a promotion to a cut in pay or more subtle actions such as a change in shift, which can be detrimental to parents with small kids and those with fewer options to deal with a change. If an employer’s actions deter a reasonable individual from complaining, it may be considered as illegal retaliation.
“Simply put, it is illegal to retaliate against workers who have chosen to exercise their right to report discrimination or harassment in the workplace. If you are in a situation like this, reach out and talk to me. I can assist your in your quest to find justice,” said Barron.Learn more at http://www.lawbarron.com/