On The Price Is Right Sexual Harassment Controversy

Many people think that being in front of the limelight is probably the best job there could possibly be. Yes, you may end up putting more hours than you would expect because of the hectic schedule. However, the glamour, the fame, and the financial stability that a celebrity reaps are just astounding. But for minor TV personalities who are subjected to power-tripping TV executives, there is more to the glitz and glam.

Such is the situation of The Price is Right model Lanisha Cole, who recently filed a sexual harassment lawsuit against The Price is Right producers Michael Richards and Adam Sandler. (Once again, they are not the actors with the same name.)

Cole claims in that she has enjoyed her tenure in the show for several years. But when a new model enters the show, things started to change for Cole. The new model is favored by the producers, and Cole’s status as prime model is pushed aside.

Along that, came several instances of harassment that the producers had put her through. She says she endured the ill-treatment for a year. Her civil complaint comprises of these factors, which makes a full 20-page statement:

• Wrongful termination
• Wrongful sexual harassment
• Failure to take steps to prevent harassment
• False imprisonment
• Infliction of emotional distress

According to Cole, in one instance, Sandler allegedly barged into the Cole’s dressing room despite a post that says to knock before entering. He then reprimanded Cole for not wearing a microphone while she was half-naked and in front of her peers.

In the history of the show, several models have filed lawsuits against its producers. Indeed, harassment can occur in any workplace, and under any circumstance. Everybody knows how scandalous life at the Hollywood Hills can get. Of course, even though they enjoyed the so-called celebrity status, it cannot be denied that they are still ordinary employees that go through workplace issues. For Cole, it is a much endured harassment case.

Harassment in the workplace should not be tolerated. Appropriate action should be done. Cole says she reported the incidents to the company’s Human Resources, but they kept putting off the case for months. Thus she decided to file a lawsuit. But she was told that “she is putting the show hostage”. She finally decided to leave the show.

Cole aims to have a jury trial and compensation to cover her medical and legal expenses and loss of earnings. Cole’s case involves sexual harassment. But she claims that she was also wrongfully terminated.

If one is undergoing the same thing as Cole, it would be a good idea to get a California employment and labor law attorney. Dial 1-866-772-2889 or email us at info@mesriani.com for a free case analysis.

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Alabama KFC Owner Settles Sexual Harassment Lawsuit for $1 Million

An Alabama KFC owner has just agreed to pay $1 million to settle the sexual harassment lawsuit filed against the company by the EEOC.

The EEOC filed the sexual harassment suit against Jack Marshall Foods Inc. last March 2009 in behalf of 19 former female employees.

According to the lawsuit, the family run business tolerated a workplace that allowed male employees to describe their sexual intentions to the female employees and perform unwanted touches and groping that were sexual in nature.

Three of the female workers involved were teenagers at the time.

In a press release, Jack Marshall Foods Inc said that the male cook in question was fired even before the lawsuit was filed.

They also said that they agreed to pay the settlement to avoid costly litigation and to protect the jobs of their other 400 employees.

The drawback to settlements of course is that the case never gets its day in court and the sexual harassment claim was neither proven nor discredited.

There will be no judgment on whether the company did what it can to prevent the sexual harassment or were they really negligent and tolerated that type of workplace?

However, it is also a win-win situation between the two sides.

The female workers get compensation while the company ends the case without having to go through a hearing where they may lose.

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Alabama KFC Owner Settles Sexual Harassment Lawsuit for $1 Million

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WWE Executive allegedly Sacked Over Sexual Harassment Claims

The World Wrestling Entertainment recently fired a general counsel after reports about an alleged sexual harassment came out.

Jared Bartie, who was the executive VP and general counsel handling the company’s legal and business affairs, is no longer on the WWE’s listing of its corporate officers in their corporate website.

According to reports, a female WWE employee from its sales department has accused Bartie of making unwanted sexual advances during the Wrestlemania 26 after party last March.

There were no details on whether he resigned or he was let go.

But it did not end there, in a twist of event worthy of a WWE Raw or Smackdown script, the female employee was also sacked after she was reportedly caught in a sex act with a subordinate male employee within the company premises.

Since Bartie is a lawyer himself, I would not be surprised if he turns the tables on WWE and file for wrongful termination.

If he could discredit the allegations of the female worker who filed the sexual harassment claim, especially now that she was caught in an inappropriate affair herself, then maybe he could also justify that he was not given due process when he was let go.

There are not many details to go about but I would not be surprised if counter lawsuits are filed by each camp in the next few days.

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Everdry finally pays Damages from 2006 Sexual Harassment Verdict

Thirteen women finally got paid for the damages they deserve after winning their sexual harassment lawsuit against Everdry Marketing and Management Inc. and Everdry Management Services Inc., which is also known as Everdry Waterproofing and Everdry of Rochester.

In 2006, a federal jury ruled that the 13 women, who were teenagers when why worked with Everdry as telemarketers, were subjected to a hostile working environment between 1998 and 2001.

According to EEOC, the harassment included physical and verbal harassment, requests for sex, grabbing and kissing; all of which were unwanted.

The women also filed complaints a number of times but the harassment never stopped.

The jury awarded the women $325,000 for lost income, pain and suffering and an additional $260,000 for punitive damages.

The Rochester location was also closed because of the lawsuit but has since reopened under new ownership in 2004.

The payment was delayed because Everdry brought it on the appeals court but finally, the 13 women are getting their due.

Under article VII of the Civil Rights Act, it is illegal to discriminate against employees based on their sex and gender.

Sexual harassment is a severe form of gender discrimination and should not be tolerated.

These causes negative effects to the victims such as emotional trauma, anxiety and deep depression.

It also affects work performance so employers are affected too.

That is why employers should have strong anti-discrimination policies in their companies.

This case should serve as a lesson to all companies that they should respect the right of their employees.

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Everdry finally pays Damages from 2006 Sexual Harassment Verdict

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Rep. Eric Massa Drops Reelection Bid Due to Health Reasons amidst Sexual Harassment Allegations

Representative Eric Massa has just announced that he will not be seeking reelection after only one term in Congress.

Massa said that this due to the third reoccurrence of cancer and that his doctors advised him to tone down his intense schedule.

However, a lot of people met this announcement with skepticism as Rep. Massa is currently the subject of sexual harassment allegations.

Politico.com has already reported that Massa allegedly made unwanted advances toward a junior male staffer.

Massa has vehemently denied the allegations and called the claims “a symptom of what’s wrong with the city.”

He did, however, admit that he has been guilty of using “salty language” but have apologized for it.

Because of the allegations, Massa will be investigated by the Ethics Committee for misconduct.

People should reserve judgment on Rep. Massa while investigations are ongoing and the proper complaints are filed.

As of now, there are no sufficient information that would support the claim and until there are more details, the allegations will remain as that… an allegation.

The mail staffer that was supposedly harassed should file a complaint with the EEOC or file a sexual harassment lawsuit against Massa in the court so that it can be settled in the proper place and with the proper procedures.

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Concord Police Department Involved in another Sexual Harassment Case

In its fourth sexual harassment case in two years, the Concord Police Department is now facing off against its highest-ranking female officer, Lt. Robin Heinemann.

In her complaint, Lt. Heinemann alleged that male officers were mostly given free rein while she was passed over for promotions and disciplined for minor infractions.

In one instance, she was passed over for the position of Investigations Manager which she should have gotten because she was the most experienced lieutenant.

She was previously part of a group of eight women who filed a case in the late 1990s for sexual harassment and won a settlement of $1.25 million settlement.

Her attorney said that Lt. Heinemann tried to work within the system and had to tolerate the department’s discriminatory practices and she had no other option but to file the sexual harassment lawsuit.

Sexual harassment and sexual discrimination are the two most common employment discrimination practices committed against female employees. A recent survey revealed that 35 percent of all female employees alleged that they have experienced harassment and discrimination because of their gender.

Gender bias and sexual harassment is often rooted in ignorance. Female employees, if they are victims of harassment or discrimination should not be afraid to speak out against it. The first step in any situation where there is discrimination is to tell the offender to stop.

Should the harassment or discrimination persist despite telling the offender to stop, the female employee should report it to the employer or use the grievance system within the company if there is anything available.

If the employer or the company doesn’t act on the complaint of harassment or discrimination, the female employee may file a complaint with the Equal Employment Opportunity Commission or file a case directly in court.

Sexual harassment or gender discrimination should not be tolerated and at the same time, should be resolved promptly. A sexual harassment claim should be filed within 180 days although this may be extended depending on the employee’s state law.

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Women sue for discrimination and harassment

Discrimination remains a challenging issue in this modern time. Employees continued to be discriminated against by reason of their race, gender, age and beliefs.

Employees also deal frequently with another serious work issue, harassment.

Employees who have to deal with acts of discrimination or harassment can file a case against their employers.

In one case, the supervisor of a furniture shop was sued for sexual harassment and discrimination suit. Plaintiffs alleged that they were subjected to unlawful sexual and racial harassment sufficient to create hostile work conditions.

In California, employees can neither be sexually harassed nor discriminated against by their employers or superiors. The law requires equal treatment for all persons, regardless of gender. Harassment and discrimination are violations under Title VII of the Civil Rights Act of 1964.

Similarly, under California law, a harassed or discriminated worker may file a suit against an oppressor, whether he is an employer or a colleague. If claim is valid and proven, plaintiff may be awarded damages. Be sure to employ an experienced employment lawyer for better and faster services.

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Recovering Claims in Sexual Harassment Suit

Bringing a sexual harassment suit against one’s tormentor often entails hardship, not only in terms of the legal processes involved but also in the emotional difficulties one has to undergo.

The article, “Jury Deliberating Gay-Pride Suit Adjourns for Day”, posted on October 1, 2008, is an update report on the sexual harassment charge filed by four San Diego firefighters after being subjected to “sexually-charged scenes and lewd comments” in last year’s gay parade celebrations in the city.

The firefighters complained that after bringing up the matter to their superiors, they were mistreated and continued to receive offensive remarks.

Because of the experience, the four victims said they suffered “headaches, anxiety, irritable bowel syndrome and other emotional problems.

Generally, a victim may file a claim for injuries suffered as a result of the sexual offenses. These injuries are not necessarily physical ones but are emotional injuries suffered by the victim.

In most cases, a victim may file a claim for the recovery of the following things:

• Damages for emotional distress

• Back pay (multiplied by three times) if you lost money or missed out on a raise

• Fringe benefits lost

• Reinstatement, if you lost your job

• A requirement that your employer initiate policies or training to stop harassment

• attorney's fees and court costs

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Liability in Sexual Harassment Suit

Illinois, Michigan and North Dakota are the only states that expressly prohibit sexual harassment. Other than these states, sexual harassment acts are considered as a type of discrimination. In California, for instance, these acts are prohibited by a number of statutes and by the federal Title VII of the Civil Rights Act and the ADA.

These laws and other various statutes ensure that victims of sexual harassment are protected. Other than this, the state government continues to make laws to improve the conditions in the workplace and prevent sexual harassment acts. AB 1825, for instance, is a law passed in 2004, which provides training for supervisors on how to handle situations involving sexual harassment.

The article “Testimony in Hollywood Sexual Harassment Suit Continues”, posted on September 24, 2008, tells of the continuing sexual harassment lawsuit brought up by an actor against a fellow worker.

The article mentioned the changes that have taken place since the lawsuit was filed. In this case, a witness has made a different testimony regarding the alleged sexual acts, contrary to what was presented by the plaintiff.

As sexual harassment is a delicate issue, the law has defined which acts are considered harassment and thus prohibited:

• vulgar or lewd comments

• forcing workers to wear sexually revealing uniforms

• unwanted physical touching or fondling

• suggestions to engage in sexual conduct

• Even obscene or sexually suggestive cartoons and posters

• Occasional inappropriate touching, off-color jokes, or repeated sexual references can be sexual harassment.

It depends on the circumstances. Courts consider the nature, severity, and frequency of the conduct, as well as the conditions under which the conduct occurred.

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Complications in Sexual Harassment and Gender Inequality

The article “The Effects of Sexual Harassment Law on Gender Inequality”, posted on July 22, 2008, discusses one of labor and employment’s most prevalent issues, which is sexual harassment.

The article, based on a paper submitted by Daniel Chen and Jasmin Sethi, provide some “potential negative consequences” of the sexual harassment law. According to the article, the enactment of the sexual harassment law may help deter potential acts or violations but in the end, it may have adverse effects on how people view gender equality, more especially in the workplace.

Further, the article suggested that the sexual harassment law could entirely worsen gender inequality because it could be viewed as a tax on the hiring of women, as it would create more problems where discrimination issues may arise.

Whatever complications this law may create, I believe enough laws have been created to address this issue. Employees are guaranteed protection against workplace sexual harassment under both state and federal laws, more specifically Title VII of the Civil Rights Act of 1964.

Under this law, two general categories of sexual harassment may occur:

1. Quid Pro Quo Harassment – When an employee is required to tolerate sexual harassment in order to obtain or keep a job, job benefit, raise, or promotion.

2. Hostile Work Environment Harassment – When harassment at work unreasonably interferes with or alters the employee's work performance, or creates a hostile, abusive or offensive work environment.

To bring an action for sexual harassment, the plaintiff must establish that:

• The plaintiff found the conduct to be hostile, abusive or offensive

• A reasonable person in the position of the plaintiff would consider the conduct hostile, abusive or offensive.

The complainant or plaintiff does not necessarily have to be a victim of the harassment in order to file a complaint against workplace sexual harassment.

To file a suit based upon sexual harassment, the complainant must first file a complaint about the conduct with an administrative agency. For a federal complaint, the complaint would first be filed with the Equal Employment Opportunity Commission (EEOC). There are also state and local agencies, to which complaints may be made under state law. These agencies may help you file a case.

Otherwise, you can hire a lawyer familiar with the nature of your case and this will work well to your advantage.

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Sexual Harassment in Schools

Before, we know little about the nature and effects of sexual harassment. Only few sexual harassment cases are being tried in courts because only few of the victims are brave enough to come forward and file claims. This is not the case anymore.

People are more aware of their rights now. They are aware that, to stop sexual harassment, victims should come forward and make a stand. The problem with sexual harassment, however, is that it is becoming more common everywhere. Today, even our children are made to suffer and are made victims of sexual harassment.


What is really distressing, however, is that sexual harassment in schools is now becoming more prevalent. Sexual harassment affects not only students from colleges and universities. These sexual predators also target even our young children, who are in grade schools and high schools.

Sexual harassment in schools can occur in two forms:
1. Quid pro quo sexual harassment; and
2. Hostile environment harassment.

In quid pro quo sexual harassment, a student is made to believe by the school employee that the student must submit to unwelcome sexual conduct if the student wants to participate in programs or other school activities. Another way of committing quid pro quo sexual harassment is by making it seem that educational decision is affected by whether or not a student succumbs to sexual advances or favors. Example of this would be a teacher asking a student for a date.

On the other hand, hostile environment sexual harassment is committed when the sexual conduct is severe and pervasive that it affects the student’s ability to participate and benefit from the educational program or activity.

If you have been a victim of sexual harassment in your school, you can file charge with the Office for Civil Rights. The OCR will help you file action against the school for its failure to protect you against sexual predators.

OCR makes sure that they resolve your claims and mandate schools to provide a stricter policy against sexual harassment in schools and train school staff to address sexual harassments in schools. (http://www.ed.gov/about/offices/list/ocr/qa-sexharass.html)

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Sexual Harassment, A Form Of Discrimination

Sexual harassment in the workplace is one of the serious problems faced by the employees today. Other than a cause of constant humiliation, it also creates a hostile work environment where victims are forced to work in unbearable conditions.

Sexual harassment, generally, has three elements. They are:

1. Acts constituting unwelcome advances, requests for sexual favors and other verbal or physical conduct of a sexual nature;
2. The sexual advances must also have a bearing on the status or condition of employment of the alleged victim; and
3. Sexual advances or acts are unwelcome to the victim and the latter made known his or her dislike of the unwelcome acts.

There are several circumstances that you should know regarding sexual harassment. People think that only opposite sex could be the aggressor and the victim. Below are several facts relating to the commission of sexual harassment that everybody should know in order to be better protected.

1. The victim as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex. A woman can sexually harass another woman by uttering lewd remarks designed to humiliate the victim.
2. The harasser can be the victim's supervisor, an agent of the employer, supervisor in another area, a co-worker, or a non-employee. This is a departure from generally conceived sexual harassment where the harasser is the superior of the person harassed.
3. The victim does not have to be the person harassed but could be anyone affected by the offensive conduct. An example would be if you are a co-worker and you are always subjected to the scenario of somebody sexually harassing a co-worker. It also makes the work environment hostile for you.
4. Unlawful sexual harassment may occur without economic injury to or discharge of the victim.

Employer must also be wary of sexual harassment in the workplace. Discrimination, in any form, is the responsibility of the employer. He owes it to his or her workers to make sure that the employment or the workplace is free from hostile environment.

If you have been sexually harassed, file a complaint with your grievance machinery immediately to make known to the aggressor that the sexual advances are not welcome. It is also an effective mechanism to make the employer known and be made answerable if the sexual harassment in the workplace is tolerated.

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