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Philadelphia Employment Attorney: Burger King Must Pay $2.5 Million in Sexual Harassment Lawsuit

February 4th, 2013

The world’s largest Burger King Franchisee, Carrols Corporation, will pay 89 female employees $2.5 million to settle a sexual harassment lawsuit.  The female employees, many of which were teenagers, were allegedly sexually harassed at Burger King locations throughout the Midwest, Southeast, and Northeast. The sexual harassment victims were subjected to repeated obscene comments, jokes, and propositions. Moreover, the women were targets of unwanted touching, strip searches, flashing, stalking, and even rape.

When the female employees complained about the sexual harassment, they experienced retaliation in the workplace, including a reduction in work hours, poor performance reviews and termination.  Other female employees were forced to quit due to the intolerable hostile work environment.

Alarmingly, the majority of the sexual harassment cases and retaliation lawsuits were due to the abuse these women suffered at the hands of company managers.  The resolution of the case includes improved training for the company’s management team in responding and tracking harassment complaints, as well as an injunction to prevent additional sexual harassment and workplace retaliation.

Sexual Harassment in the Workplace

Sexual harassment is a form of sex discrimination.  It is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature.   Sexual harassment in the workplace occurs when the conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment. When employers, managers and employees retaliate against an employee who reports sexual harassment they are violating Title VII of the Civil Rights Act of 1964.

In addition to being unlawful, sexual harassment can also have traumatic results in the workplace  affecting victims and non-victims causing productivity and morale to decrease.  Additionally, it can cause a company’s efficiency and credibility to decline.

To effectively protect employees from sexual harassment, employers must have an established anti-harassment policy.  But having a written policy is not enough.  Employers must notify employees of the policy and the reporting procedures.  It is the company’s duty to train their managers to prevent and respond to sexual harassment.   Moreover, the employer must respond appropriately and swiftly when notified of a complaint of sexual harassment and take the necessary steps to remedy the situation.

Employment Attorneys at Sidney L. Gold & Associates in Philadelphia Seek Justice for Victims of Sexual Harassment

The Philadelphia sexual harassment lawyers at Sidney L. Gold & Associates have represented countless victims of sexual harassment in the workplace.  We know the sexual harassment laws inside and out. If you have been a victim of sexual harassment at work, our experienced employment attorneys can help.  We have decades of experience pursuing workplace sexual harassment claims.  As seasoned litigators, our attorneys are well-equipped to protect your rights in and out of the courtroom.

The employment law offices of Sidney L. Gold & Associates are conveniently located in Center City Philadelphia to serve clients throughout Pennsylvania and New Jersey.  We are well-versed in all federal and local discrimination and sexual harassment laws.  Let our knowledgeable, experienced sexual harassment attorneys support you as you stand up to injustice.  We will protect your rights against workplace discrimination and harassment and will pursue full recovery of the compensation you deserve.  Call us today at 215-569-1999 or contact us online.

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