EEOC Versus Jack in The Box
Jack in The Box
Tayeb Hyderally is an experienced and successful attorney whose expertise lies in the field of employment law. Besides successfully litigating cases dealing with workplace issues, he also travels extensively educating various groups about employment law to help them understand more about their rights as well as their responsibilities. Ty Hyderally works with any size business, social workers, and various employers and employees who need to understand more about keeping the workplace free from discriminatory actions, harassment of any kind and retaliatory actions for reporting or addressing maltreatment of workers. One aspect of employment law is sexual harassment. Individuals are protected by the Title VII of the US Civil Rights Act of 1964. Employers who hire 15 or more employees will be held responsible for ensuring the workplace remains free from sexual harassment. Companies who do not heed the law can face lawsuits by the Equal Employment Opportunity Commission (EEOC), the government agency in charge of enforcing employment laws.
EEOC vs. Jack in the Box
Jack in the Box is a restaurant chain which has many facilities throughout various regions of the US. In Northern and Eastern California, franchisee Kobra Associates, Inc. operates around 70 of these restaurants. They allegedly violated the federal employment law by allowing one of the managers at the store in Paradise, California to sexually harass the female employees who were under his direct supervision. The EEOC’s lawsuit stated that the manager, Richard Bartles, made frequent remarks about the anatomy of the female employees and also made unwanted and unwelcomed sexual advances as well as innuendos creating a hostile work environment. According to the investigation, the manager often referred to female employees as “whores,” “sluts” and “bitches.” He also would gaze at them and touch them in inappropriate ways. The female employees complained and some of them called the Jack in the Box ethics hotline but the company did not take any sort of corrective actions. One of the female employees stated that she put up with the continual harassment for one year and reported the issue to the company through various means but finally felt like she had to resign just to get away from the attention of the manager, according to the EEOC’s report.
Attempting a Pre-litigation Settlement
Based on Title VII of the Civil Rights Act of 1964, the EEOC filed suit with Kobra Associates, Inc. DBA Jack in the Box. The suit was filed in the US District Court for the Eastern District of California. Before the case was filed, the EEOC attempted to reach a pre-litigation settlement which failed. The EEOC is seeking monetary relief, emotional distress and punitive damages for the women who were affected by the hostile work environment and sexual harassment. The EEOC will also seek for the company to take action in implementing new policies and procedures that will prevent this type of discrimination and misconduct from occurring again.
EEOC and Employee Rights
The EEOC is in place to help protect the rights of employees so that they do not have to work in a hostile environment. The work place should be kept free from any form of sexual harassment or any other type of harassment that is illegal. When complaints are filed it is the responsibility of the employer to take appropriate and timely actions to correct it. Every complaint should be taken seriously and addressed so that they do not recur. Employers must have clear cut methods of reporting sexual harassment as well as policies which detail what the repercussions are for those who violate them. When an employer does not immediately address these types of issues, workers can be caught in uncomfortable positions and many times quit a job they enjoy because of illegal actions of others.
EEOC vs. Jack in the Box
Jack in the Box is a restaurant chain which has many facilities throughout various regions of the US. In Northern and Eastern California, franchisee Kobra Associates, Inc. operates around 70 of these restaurants. They allegedly violated the federal employment law by allowing one of the managers at the store in Paradise, California to sexually harass the female employees who were under his direct supervision. The EEOC’s lawsuit stated that the manager, Richard Bartles, made frequent remarks about the anatomy of the female employees and also made unwanted and unwelcomed sexual advances as well as innuendos creating a hostile work environment. According to the investigation, the manager often referred to female employees as “whores,” “sluts” and “bitches.” He also would gaze at them and touch them in inappropriate ways. The female employees complained and some of them called the Jack in the Box ethics hotline but the company did not take any sort of corrective actions. One of the female employees stated that she put up with the continual harassment for one year and reported the issue to the company through various means but finally felt like she had to resign just to get away from the attention of the manager, according to the EEOC’s report.
Attempting a Pre-litigation Settlement
Based on Title VII of the Civil Rights Act of 1964, the EEOC filed suit with Kobra Associates, Inc. DBA Jack in the Box. The suit was filed in the US District Court for the Eastern District of California. Before the case was filed, the EEOC attempted to reach a pre-litigation settlement which failed. The EEOC is seeking monetary relief, emotional distress and punitive damages for the women who were affected by the hostile work environment and sexual harassment. The EEOC will also seek for the company to take action in implementing new policies and procedures that will prevent this type of discrimination and misconduct from occurring again.
EEOC and Employee Rights
The EEOC is in place to help protect the rights of employees so that they do not have to work in a hostile environment. The work place should be kept free from any form of sexual harassment or any other type of harassment that is illegal. When complaints are filed it is the responsibility of the employer to take appropriate and timely actions to correct it. Every complaint should be taken seriously and addressed so that they do not recur. Employers must have clear cut methods of reporting sexual harassment as well as policies which detail what the repercussions are for those who violate them. When an employer does not immediately address these types of issues, workers can be caught in uncomfortable positions and many times quit a job they enjoy because of illegal actions of others.