Author: Discrimination lawyer Alena Shautsova
Bikram Choudhury is well-known in the yoga world for teaching yoga sequences in a
105 degree temperature environment. Currently, he is sitting in the hot seat for
alleged sexual harassment. Shirley McClain was one of his first yoga students in the
1970’s and since that time he has built his yoga business into a million dollar empire,
charging students $25 a session.
Author: Discrimination lawyer Alena Shautsova
The Equal Employment Opportunity Commission (EEOC) explains that quid pro quo sexual harassment involves a superior and subordinate where the superior demands sexual favors and the subordinate’s submission or rejection subsequently affects work decisions.
Author: Discrimination Attorney Alena Shautsova
Carrols Corp. the owner of Burger King restaurants throughout the United States recently negotiated a $2.5 million sexual harassment settlement. The settlement resulted from a 15-year old federal lawsuit filed by the Equal Employment Opportunity Commission (EEOC) in January 2013.
In 2011, ABC News and the Washington Post polled workers to determine how prevalent sexual harassment was in the workplace and evaluate the public’s concern about it. The survey revealed that one in four women and one in ten men had experienced workplace sexual harassment. Other statistics were as follows:
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Sexual harassment is a form of sex discrimination under Title VII of the Civil Rights Act, which applies to individuals working in both the private and public sectors. An article in The New York Times reported that the State of New York paid $5 million to settle 11 sexual harassment cases between 2008 and 2010. Out of 11 of theses cases, five involved the State Department of Corrections and Community services and three involved public universities. According to the Attorney General’s Office, these cases are only a fraction of the sexual harassment cases that occurred in government or public employment workplaces.
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Sometimes people filing sexual harassment claims are concerned about keeping the filing confidential. According to the Equal Employment Opportunity Commission (EEOC), EEOC employees must keep the matter strictly confidential during the investigation. However, once charges are filed, the law requires the EEOC to disclose a copy of the charges to the employer and at that point all details about alleged discrimination and the person filing the charges are disclosed. The employer has the opportunity to review the information and dispute the charge.
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