In Adams v. CDM Media, USA, Inc., a 59-year-old woman sued a media company after being rejected for an inside sales position, alleging age discrimination in violation of Hawaii Revised Statutes § 378-2. The employer argued that the decision not to hire her was based on a lack of recent and relevant sales experience, not age.
The plaintiff-appellant was an employee of Totes/Isotoner Corporation. For two weeks, she had taken breaks to lactate without her employer’s knowledge. After the defendant-employer fired her “for her failure to follow directions,” the plaintiff filed suit alleging wrongful termination on the basis of her pregnancy. The Butler County Court of Common Pleas granted summary judgment in favor of her employer, and the Court of Appeals of Ohio affirmed.
A woman brought suit against her former employer for retaliation and sexual harassment based on claims that (among other things), her supervisor was constantly talking about his penis including graphic descriptions of its size, and his sexual prowess, history, successes, and aspirations. Blizzard did not allege that her supervisor’s comments were directed to her. Instead, she alleged that his comments were pervasive and that the female employees who were receptive to his “management style” received favors and preferences that Blizzard did not.
Article 315 of the Nicaraguan Penal Code criminalizes employment discrimination.
Labor Code, Article 6 Employment Protection
Complaints were filed with Florida Commission on Ethics against Garner alleging that he attempted to use his position as president of Hillsborough Community College to sexually harass or obtain sexual favors from various female employees. Following a hearing on the complaints, the Commission on Ethics suspended Garner for three months.
Gavin worked as the personal assistant to Rogers, the president of Rogers Technical Services, Inc. (RTSI). A few days into her employment, Gavin discovered that the conversations between her and Rogers always had a sexual overtone, if not outright about sex. One day, when Gavin entered Rogers’ home office in the morning, Rogers appeared to be wearing nothing but a pair of boxer shorts. Gavin immediately left and never returned to work again.
Three employees of the Kenton County Clerk’s office brought claims of sexual harassment in violation of the Kentucky Civil Rights Act against the Chief Deputy. The Chief Deputy had made several inappropriate comments to each employee over the course of their employment.
In Lascu v. Apex Paper Box Co. (Ohio Ct. App. 2011), the plaintiff, a longtime employee with nearly thirty years of service, was terminated as part of a company-wide reduction in force. She filed suit in the Cuyahoga County Court of Common Pleas alleging gender discrimination. The trial court granted summary judgment for the employer, and the Eighth District Court of Appeals affirmed.
Ransom was employed at one of several Wendy’s restaurants owned by B.F. South from 2007 through 2013. In 2011, one of her coworkers, T.J., made several comments to other coworkers about her transgender identity and gender affirmation surgery. When Ransom reported the comments to her supervisor, the store manager and regional managers met to discuss the situation. After the meeting, management transferred T.J. to another Wendy’s location. Ransom was not fired or retaliated against; instead, management promoted her to crew leader and gave her a raise after lodging her complaint.
