Human Rights Act

The plaintiff was employed at a bakery. After working there for several years, the bakery was acquired by new owners, including the defendant. The plaintiff claimed that the defendant made unwanted comments and physical overtures in the workplace, eventually causing the plaintiff to leave the job. The plaintiff claimed that the harassment caused humiliation, injury to feelings, and loss of dignity. The Tribunal found that the plaintiff was the victim of unlawful sexual harassment under the Human Rights Act and awarded damages.

In this case, the appellant, Ms. Frieler, sued the respondent for violating § 363A.03(43) and § 363A.08(2) of the Minnesota Human Rights Act (MHRA), “based on a hostile working environment due to sexual harassment by a supervisor.” Ms. Frieler worked part-time and was interested in a full-time position in the shipping department. She expressed her interest and was referred to Ed Janiak, the supervisor of that department. Ms.

The plaintiff applied for a job to work as a security guard at Scarborough Downs, a race track owned by Davric. The director of security informed the plaintiff that he normally did not hire women, and instead employed her in the dispatch hour to answer telephones and complete paperwork. The plaintiff had a bachelor’s degree in criminal justice and experience in security work. The plaintiff subsequently requested to work the late night security shift at the stable gate for additional hours. Her request was denied as the director did not hire women for this position.

In Nava v. City of Santa Fe, the plaintiff, Officer Lorenzo Nava (a female police officer employed since 1993), brought a sexual harassment claim under the New Mexico Human Rights Act, alleging a hostile work environment.

Ocana worked for the Santa Fe store of the American Furniture Co. (“AFC”) from July, 1997 to November 1998. On January 10, 2000, Ocana, acting pro se, filed a complaint in a trial court, charging AFC with, among other things, sexual harassment in violation of the New Mexico Human Rights Act ('NMHRA").

Sabella worked for Manor Care, Inc. (“Manor”) from 1989 to 1990. Sabella claimed that her supervisor sexually harassed her and retaliated against her rejections by assigning her to less desirable jobs. On February 8, 1990, Sabella filed a grievance with the Equal Employment Opportunity Commission (the “EEOC”), but not with the New Mexico Human Rights Division (the “NMHRD”).