One’s place of employment in Louisville should serve in a similar function as their home: a place of security where they can feel free from any hostility. Not only does that help contribute to strong employee morale, but it also engenders loyalty with employees knowing that they can trust in their employers to look out for their best interests. If and when an employer does not meet that standard (or it feels obligated to protect itself from baseless accusations being made by an employee), then legal action may be reasonably justified.
Based on the responses of both the plaintiff and defendant in a recent lawsuit filed in Washington, D.C., both sides feel confident in making that claim. The plaintiff (a former bus driver) says that throughout her time working for the area’s Transit Authority, she was subject to continued sexual harassment from her superiors. When she tried to stop the harassment, she says that not only were her claims ignored but that she was subsequently disciplined and ultimately fired. She is now suing the department for both sexual harassment and wrongful termination.
Transit authority officials have responded saying that her allegations are without merit, claiming that their own internal investigation revealed them to be so (indeed, another investigation by the Equal Employment Opportunity Commission failed to substantiate the woman’s claims).
Employees should not be expected to have to deal with a hostile work environment. At the same time, employers should be able to respond in their own defense when they believe themselves to be inappropriately accused of wrongdoing. In either case, those involved in a dispute may be wise to secure the services of an attorney with experience in employment law to help them in supporting their claims.
