MAYBE, HAD IT BEEN SEXIER

Women accuse Senor Frog's of sexual harassment  http://bit.ly/REGd2u

Maybe if I had been sexier.

MAYBE IF I'D BEEN A LAWYER

Kauai County in Hawaii Settles EEOC Race Harassment Case for $120,000  http://bit.ly/SraxTZ
"It typically takes a claim a year or two to make it's way through the system"

MAYBE IF I'D BEEN PILIPINO

and in Baltimore.


http://www.abs-cbnnews.com/global-filipino/07/02/12/baltimore-hospital-settles-suit-pinay-nurses

In his Aug. 16, 2011 order, EEOC Baltimore field office Director Gerald Kiel said he found reasonable cause that Bon Secours Hospital subjected the Filipinos to unequal terms and conditions of employment, a hostile work environment, disciplinary action and discharge because of their national origins in violation of Title VII of the Civil Rights Act of 1964."

BLUE MOON

Wednesday, October 6, 2010, 2:28pm HAST
EEOC files suit against Kintetsu International Express
Pacific Business News (Honolulu)

Related News
EEOC files suit against Hawaii Healthcare Professionals:    Blue Moon


Back to the tried and safe:

The U.S. Equal Employment Opportunity Commission has sued travel company Kintetsu International Express (USA) Inc. for alleged disability-based harassment and retaliation against two former employees working out of a Maui hotel.

In a complaint filed in the U.S. District Court, District of Hawaii, the EEOC alleges that from April 2006 until December 2006 an unnamed Kintetsu supervisor created an abusive and hostile work environment for one of the tour coordinators. The employee, who has rheumatoid arthritis, was frequently subjected to “disparaging, disability-based remarks” from the supervisor, according to the complaint. The supervisor also allegedly subjected the tour coordinator to discrimination in the form of an unfavorable performance review, and the tour coordinator was forced to resign in December 2006, according to court documents.

The tour coordinator, along with another Kintetsu employee, complained about the harassment to a company official, but no action was taken, the court document says. The employee who spoke out against the tour coordinator’s mistreatment was also subjected to an unfavorable performance review and was forced to resign in September 2007, court documents say.

The lawsuit seeks compensation for the two employees, punitive damages and an injunction to prevent further unlawful practices from occurring at the company.

An attorney with Goodsill Anderson Quinn & Stifel, who is representing Kintetsu International Express, declined to comment

THEY'LL APPEAL

IF THE OTHER SIDE ISN'T LOCAL.

7-Eleven settles discrimination lawsuit

Pacific Business News (Honolulu)

Convenience store chain 7-Eleven Hawaii has settled a 2007 federal disability discrimination lawsuit for $10,000 without admitting any wrongdoing.

In September 2007, the Equal Employment Opportunity Commission sued 7-Eleven, claiming the company violated the American with Disabilities Act when it discriminated against Robert Galam, a Hawaii employee, by disclosing his medical information to another employer, which then rescinded a job offer to him, and thus violated the Americans with Disabilities Act, the federal government said.

A federal court judge in Honolulu ruled in 7-Eleven's favor after which the EEOC appealed to the U.S. 9th Circuit Court of Appeals in August 2008.

 

NOT IF KMART WAS LOCAL

 

                                                                                                    BIG NAMES, BIG BUCKS

---

 

IF I WERE KMART, I'D SUE THE EEOC FOR DISCRIMINATION.

PRESS RELEASE
7-1-09

EEOC SUES KMART FOR AGE HARASSMENT, RETALIATION

Honolulu Store Forced 73-Year-Old Pharmacist Out of Job, Federal Agency Charges

GOOD THING HE DIDN'T WORK FOR TITLE GUARANTY....IT WOULDN'T HAVE FLOWN.

I made a complaint to the EEOC, Jan. 2004, and the Hawaii Civil Rights Commission, Apr. 2004, both of which were dismissed without an investigation, each agency sat back and waited for the submission of the company's response. Incidentally, I was contacted by the director of the EEOC, asking me if I wanted to proceed, after I was shown a copy of the company's response, which I don't believe is proper. I now see in the EEOC's and the HCRC's own publications, matters such as mine that were investigated and even adjudicated. During the HCRC's lack of investigation, I only heard from them at the intake and when I received their letter of dismissal.

I furnished the EEOC and the HCRC with names of co-workers who said they would speak for me. They were not interviewed. I was informed by an investigator at the EEOC that no one visited the site. There was a similar situation here with UPS, where an employee was fired for doing less egregious acts than his co-workers, which I believe is the case here. I saw co-workers break company equipment, cuss freely, ask for sexual favors, and bring children and friends to the work site. Throughout this experience I have been told by these agencies' staff and lawyers, literally or in effect, "there is no smoking gun here". This is only due to there being no investigation. In the least, there is a pattern that should compel any thinking person to ask questions.


I was terminated in May 2004, two weeks after the dismissal of the EEOC complaint that was not investigated.




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EEOC Regional Attorney William Tamayo said, “This is a very good resolution because Lockheed Martin agreed to terminate and permanently bar Daniel’s harassers from employment. It sends a powerful message that racism cannot and must not be tolerated.”

Raymond Cheung, the EEOC attorney who led the government’s litigation effort, added, “To combat the harassment and threats faced by Mr. Daniels is at the heart of why the EEOC was created. Despite concerns of retaliation, this man had the courage to stand up and make public what happened to him, in an effort to ensure that it would not happen to anyone else. It has been a once-in-a-lifetime honor to work on this case.”



EEOC Honolulu Local Office Director Timothy Riera praised the agency’s lead investigator in the case, Gloria Gervacio, and said: “The overt harassment to which Mr. Daniels was subjected in Hawaii represents some of the most severe misconduct this office has come across. It is imperative that employers here take proactive measures to ensure that discrimination complaints are taken seriously and that all employees work in an environment free of harassment.”

EXCEPT VERNON


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