Sexual Harassment

[kmktexas]

Jeane:

Is this harassment? I work for a research consulting firm. Every time I have visited a particular university over the past two months, I have received “cat-calls” by the same two male technicians in the animal facility. They make repeated comments about how much I weigh, make “mooing” sounds when I walk by, ask me what my bra size is, comments like that.

Yesterday, one of the technicians stepped into the doorway as I was trying to get exit a room. He reached down and firmly grabbed both my breasts, then said “not enough there to get worked up over.”

I have reported the incident to my supervisor and to the supervisors of the animal facility. They said if it bothers me that much, to file a complaint with EOC, but it wasn’t a big deal.

This incident involved a man who was not supervisory or senior to me. So is it harassment? Should I report it? I don’t know what to do, trying to morally stay within what a Catholic woman should do.

It most likely is harrassment but you don’t have to make that call. Neither do you need to go to the EEOC. Just look for the posters that companies are required to put up (they may be in your cafeteria or the Human Resources department). They will list the person at the company who should be contacted. That person is legally required to investigate. If you do not report it, you are actually breaking the law yourself so don’t hesitate. If you do go to the EEOC, the first question is whether you reported it through the proper channels at your company (usually HR but sometimes the Legal department). If you don’t make a complaint within the company, the EEOC may not accept your claim.

I have spent 20 years in HR. Feel free to PM me if you want more information.

 

[Irish_Melkite]

kmktexas:

It most likely is harrassment

KMK,

“MOST LIKELY”???

Neither do you need to go to the EEOC.

THAT’S EXACTLY WHERE SHE NEEDS TO GO!

Just look for the posters that companies are required to put up (they may be in your cafeteria or the Human Resources department). They will list the person at the company who should be contacted.

SHE ALREADY DID THAT!

That person is legally required to investigate. If you do not report it, you are actually breaking the law yourself so don’t hesitate.

NOT TRUE!

If you do go to the EEOC, the first question is whether you reported it through the proper channels at your company (usually HR but sometimes the Legal department). If you don’t make a complaint within the company, the EEOC may not accept your claim.

INCORRECT!

I have to wonder where and what you have been doing in HR for the past 20 years.

Jeane,

The EEOC will NOT decline a complaint because a complaint was not filed within the workplace. The attitude by the EO and Compliance Offices - “take a week and decide whether you want to be responsible for someone who is married and a parent being terminated” is enough to indicate that the organization has a less than stellar track record and a cavalier attitude toward sexual harassment.

The behavior that was described is criminal behavior, constituting the crime of battery or sexual battery - depending on the state in which you work - (unlawfully touching another), in addition to the civil wrong of tortious touching, and sexual harassment. That supervisors said it was “no big deal” places the facility in the position of condoning and/or failing to act in a timely and responsible manner.

If someone came to me and described this scenario, I would advise them to file a criminal complaint, as well as filing a charge of violation of Title VII of the Civil Right Act against the one who touched you, the other one who has verbally harassed you, the supervisory personnel who failed to act on your initial complaint, and the institution itself, which clearly has contenanced an atmosphere in which sexual harassment is, at the very least, tolerated.

File with both the EEOC and/or the state agency responsible for dealing with discrimination/harassment. In some states, the state agency is certified by the EEOC as the agency of first jurisdiction, whether or not that is true in your state can be best determined by calling the EEOC and/or the agency. If it is not so certified, file directly with the EEOC.

Do not worry about the marital or parental status of this excuse for a male - he clearly didn’t. The fact that he was neither senior to you nor a supervisor is inconsequential to the matter.

You can pm me or e-mail me at Irish_Melkite@verizon.net if you have any questions or if I can assist you in any way in dealing with this matter.

Many years,

Neil

 

[Paul_Stephens]

Being as the charity level in this forum has not improved, this thread is being closed. Thank you for your participation.

Paul Stephens
Moderator