retaliation

Mrs. Z.A. contended that she had been unfairly dismissed for having refused sexual advances by the personnel manager.  The Court found that Mrs. Z.A. did not have the obligation to prove that she had been the subject of sexual harassment.  Her employer had the burden of proof to show that she had been dismissed fairly.  The Court found that Mrs. Z.A. had been dismissed because she did not submit to her personnel manager's sexual advances, and therefore awarded her punitive damages in addition to six months pay.

Deborah Powell was the women’s basketball coach at Asbury University who brought numerous complaints over several years to the university’s athletic director that the men’s team was receiving preferential treatment. Later, the university placed Powell on administrative leave allegedly for her having an inappropriate relationship with a female assistant coach. Powell brought suit under the Kentucky Civil Rights Act claiming that Asbury discriminated against her based on gender, defamed her, and retaliated against her for her complaints about her team receiving inferior treatment.

The Plaintiff worked as a cashier at King Palace Chinese Restaurant, which was operated by King of the King Group Limited (“Defendant”). The Plaintiff alleged that she was sexually assaulted by Mr. Leung, an employee of the Defendant, who made a sexual remark to the Plaintiff and also touched the Plaintiff’s chest. Immediately after the incident, the Plaintiff reported it to her direct supervisor, who promised to follow up on the incident, but did not do so.

Mary Banker, an assistant track coach at the University of Louisville, made a series of complaints about the conduct of male track coaches which she believed to be deprecating to women. When her contract was not renewed, she filed suit for retaliatory discharge, gender discrimination, and hostile work environment. The Jefferson County Circuit Court found for the university on the latter two counts, but awarded Banker damages for her retaliatory discharge.

The plaintiff-respondent worked as a sales representative for Hoffman-La Roche Inc, the defendant-petitioner. The respondent alleged that her supervisor told sexually inappropriate jokes and asked inappropriate questions on multiple occasions. She submitted complaints to Human Resources, which began an investigation. During the respondent’s performance review, her supervisor yelled at her and repeatedly criticized her performance, giving her a below average rating. Shortly afterwards, the petitioner fired both the respondent’s supervisor and the respondent.

Plaintiff worked for Defendant when she became pregnant with a high-risk pregnancy. Plaintiff told supervisor that she was not strong enough to endure the pregnancy and had several dangerous near-miscarriages. Plaintiff was shortly demoted to a position which included manual labor. After work-related anxiety attacks, she prematurely delivered a son. Plaintiff brought claims for intentional infliction of emotional distress, gender discrimination, and pregnancy-related retaliation under Title VII of the Civil Rights Act of 1964 as well as a negligence claim on behalf of her son.

Plaintiff worked as a research specialist under her supervisor, Dennis Montgomery (“Montgomery”). On several occasions during her employment Montgomery asked Plaintiff to perform oral sex on him. He also repeatedly told Plaintiff he was going to arrive at one of Plaintiff’s many jobsites to engage in sexual activity with her. Twice Montgomery masturbated in front of Plaintiff during work hours. During one of those times, Plaintiff ran from the office to her car and Montgomery followed her, grabbed her arm, tried to grab her breasts, and tried to stop her from entering her car.

The applicant, a married woman, was a member of the National Security Services stationed at Maseru. On 4 May 2007 she received a letter from the respondent notifying her of her transfer from Maseru to Mafeteng, though the transfer was not implemented. The transfer letter followed a complaint of sexual harassment lodged by the applicant against one of her superiors. The applicant had lodged the complaint in April 2007, and it was duly attended to.

The applicant, was a security guard. She was employed on a fixed term renewable contract, renewable upon satisfactory performance. On December 26, 2005, near the end of her employment term, one of the applicant's colleagues attacked her and attempted to rape her, only stopping after being apprehended when she shouted for help. The applicant reported the incident to her employer’s management, which convened a hearing.

The plaintiff, a female police officer sued a police department, alleging hostile work environment, sexual harassment, and retaliation claims under Title VII. The plaintiff alleged that she suffered years of abuse because she was a woman, including derogatory remarks, disproportionately burdensome assignments, sabotage of her work, threats, and false accusations of misconduct. The United States District Court for the Southern District of New York granted the defendants’ motion for judgment as a matter of law.