BellSouth Telecommunications, LLC (Atlanta) will be shelling out $120,00 to two former employees to settle a sexual harassment and retaliation lawsuit.
Two BellSouth female employees were sexually harassed by a male manager of the Kennesaw, GA., call center where they were employed. According to the EEOC website, immediately upon the managers arrival at the call center, he began making inappropriate sexual comments in the sales meetings. It didn't end there. In addition to the comments, he pantomimed engaging in sexual intercourse on the floor of the conference room. "He routinely and continually talked about sex and asking out women as analogies when giving speeches in sales meetings, and would make sexual comments about the women's attire. The manager would also hug the women unwantedly when greeting them and move his hand down their backs towards their posteriors when he did so."
Most employers understand that harassment is forbidden in the workplace! Sexual harassment under Texas and Federal law is generally defined as unwanted sexual contact of two main types: (a) quid pro quo harassment or (b) unwelcome sexual conduct that is severe or pervasive enough to create an abusive environment for the employee.
When these two employees complained, BellSouth retaliated. The employees were denied promotions and demoted.
While the suit has been settled, BellSouth has denied any liability or wrongdoing. In addition to the monetary relief, there are provisions for equal employment opportunity training and reporting and posting of anti-discrimination notices.
Just in case you've been hiding under a rock, these alleged conducts violate Title VII of the Civil Rights Act of 1964. How can you deny liability or wrongdoing? Honestly?
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