Three of L&N’s clients this month obtained favorable decisions from the U.S. Equal Employment Opportunity Commission. In the first case, our client, a young, college-aged waitress, was sexually harassed and assaulted on the job. Although there were no witnesses to the assault, L&N undertook a detailed investigation and contacted former and current employees at the restaurant. Several employees corroborated our client’s claims that young females were continually sexually harassed. In addition, a former manager stepped forward to confirm the harassment and to complain that she was fired after she reported it. The EEOC is now considering litigating this case as a class action. In the second case, a hearing impaired employee was fired after the employer refused to provide her with reasonable accommodations. L&N was able to show to the EEOC that there were numerous accommodations that the employer could have provided which would have allowed the employee to successfully perform all of the essential functions of her job. In the third case, we represented a female employee of a retail business that was sexually harassed by her district manager. Again, by conducting a thorough investigation, we obtained witness statements and evidence that the employer’s claim of employee misconduct was a cover-up for forcing our client to quit her job because of the sexual harassment. We look forward to the successful resolution of all the cases.
