Posted On: March 26, 2012 by Moseley Collins

Account Manager Claims Supervisor Harassed and Forced Her to Leave Job in Sacramento Sexual Harassment Case

The following blog entry is written to illustrate an example of a sexual harassment case. Reviewing this kind of lawsuit should help potential plaintiffs and clients better understand how parties in personal injury cases present such issues to the court.

(Please note: the names and locations of all parties have been changed to protect the confidentiality of the participants in this sexual harassment case and its proceedings.)

CASE INFORMATION
FACTS/CONTENTIONS
According to court records: Defendants ABC Healthcare Solutions Inc. hired plaintiff Alice Sarah in December 2007. Defendant reprocessed medical equipment. Plaintiff represented the company in working with hospitals in Northern California.

In February at the Sacramento Airport, following a company function, plaintiff's direct manager, Mary Mark, allegedly propositioned plaintiff and proposed plaintiff split from her spouse. Plaintiff claimed the proposition followed 16 months of unwelcome sexual advances including inappropriate touching, late-night phone calls, and threats to withhold promotions.

According to plaintiff, she reported many instances of harassment by Mark to defendant's Human Resources department. Plaintiff claimed Mark issued her a disciplinary action letter in response to her complaint. Plaintiff said the HR department and employees refused to properly investigate her complaints. In 2009, plaintiff claimed, she was forced to take medical leave because of the harassment.

For more information you are welcome to contact Sacramento personal injury lawyer, Moseley Collins.

Plaintiff alleged hostile work environment, sexual harassment, breach of the employer's duty to investigate a complaint, gender discrimination, retaliation, and gender orientation discrimination.

Defendant contended plaintiff did not report any complaints until after she received a disciplinary letter. Defendant claimed it performed an investigation, but no other employees corroborated plaintiff's allegations. Defendant said it reassigned plaintiff to another supervisor, but plaintiff took a medical leave of absence after receiving a second disciplinary letter.

For more information you are welcome to contact Sacramento personal injury lawyer, Moseley Collins.