There have been sexual harassment cases that were decisive in the creation and protection of workers’ rights. Here are 7 Decisive Workplace Sexual Harassment Cases.
The cases Anita Hill v. Justice Clarence Thomas, Paula Jones v. President Bill Clinton, The Tailhook Convention, Mitsubishi Motors Manufacturing, University of Colorado Football Program, Marelli, and finally Erica Morales v. Supervisor were groundbreaking for the formation of sexual harassment laws. These cases helped change the way sexual harassment is dealt with and seen in the workplace.
1. Anita Hill/Justice Clarence Thomas
In this case, Clarence Thomas, a federal circuit judge, was accused of sexually harassing Anita Hill. She claims that Thomas would continuously ask her out and attempt to discuss inappropriate subjects. Four female witnesses supported Hill but were never called upon to testify. Shortly after this case, former President Bush approved a bill that allowed sexual harassment victims to receive compensation. Anita Hill is known as one of the first individuals to speak publicly about workplace sexual harassment.
2. Paula Jones/President Bill Clinton
President Bill Clinton was accused of sexual harassment by Paula Jones, a state employee. She claims that in 1991 Clinton asked her for oral sex and exposed himself. Jones settled for $850,000 after her lawsuit was dismissed. The court explains the dismissal due to the failure to state a claim.
3. The Tailhook Convention
In 1991, there was a sexual harassment scandal involving the armed forces. Paula Coughlin, a former navy lieutenant, was one of 80 women who were sexually harassed. The offenders were naval and marine officers attending a conference in Las Vegas. Coughlin sued the hotel for damages created from a lack of security. She won $1.7 million in compensatory damages and $5 million in punitive damages.
4. Mitsubishi Motors Manufacturing
Female workers at an Illinois Mitsubishi plant were fondled, verbally abused, and subjected to obscene jokes, behavior, and graffiti. Mitsubishi agreed to pay $34 million in damages, as well as settle other suits. They now follow a zero-tolerance policy.
Related: Am I Being Sexually Harassed at Work? Take the Quiz
5. University of Colorado Football Program
The Football Program at the University of Colorado had two charges of sexual harassment. These women were allegedly sexually harassed at an off-campus party by various recruits and players. The women filed under Title IX, requiring that the school takes notice of the sexual harassment. Their case was thrown out by the U.S District court. However, the women have since appealed. The University of Colorado did its own investigation and discovered drugs, alcohol, and sex linked to recruiting new members. They now have one of the strictest recruitment policies in Colorado.
6. Marelli
Marelli, an international lighting manufacturer for the automotive industry, did not act appropriately in response to a sexual harassment claim by employees. In this case, a male who worked at Marelli was accused of sexually harassing multiple women workers. Marelli did not take appropriate actions to protect the employees, violating Title VII of the Civil Rights Act of 1964. Marelli was ordered to pay $335,000 in monetary damages to the four women who were sexually harassed. Marelli now has strict sexual harassment training as well as exit interviews.
7. Erica Morales
Erika Morales was a night shift janitor at ABM Industries in 2005. While working for ABM, she was subjected to sexual harassment by her supervisor. These acts of harassment then led to sexual assault. Erica filed a charge with the EEOC on behalf of 20 women who had similar experiences at ABM Industries. This lawsuit resulted in a 5.8 million dollar settlement. It also helped institute third-party harassment monitors, toll-free hotlines to report sexual harassment, and harassment prevention training.
FAQ’s About 7 Decisive Workplace Sexual Harassment Cases
Do I Need to File Both a Discrimination Charge and a Title VII Lawsuit?
To sue, you must file a discrimination charge with the EEOC. Only then may you be able to claim damages under Title VII of the CRA of 1964.
Related: How to File a Sexual Harassment Complaint in California
Do I have to Experience Any Injury Before I Have A Legal Claim?
No, you do not have to experience any injury to have a legal claim to monetary compensation. Non-physical sexual harassment alone is enough to bring upon a claim.
How Severe Does the Harassment Have to be to Report?
Harassment must be deemed more than “petty slights or trivial inconveniences.” Previously, it had to be considered “severe” or “pervasive” to be reported.
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