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Recent DC decision gives employees a third option with the EEOC

The EEOC and the Court

Recent DC decision gives employees a third option with the EEOC

2 comments

  1. Do you think you can convince a federal court, that it is a federal civil rights crime of violence, under many existing federal statutes, to commit serious violent felony rape in the workplace?

    Do you think you can convince a federal court, that perjury, filing false testimony and false instruments in a federal court is a crime.

    Do you think you can convince a federal court judges, that taking money from rapists attorneys, and cyberstalking rape victims, is Judicial Misconduct, and violation of Oath of Office?

    Mainly, I want someone to get a rapist out of the workplace, because NO WOMAN should have to leave her job, due to rape.
    NO WOMAN, should be sent to a job, with a man that raped more than a dozen women.

    Do you think you can convince someone that it is a crime to rape the contract labor….? It is going to be hard , because for a few million dollars that the rapist’s corporation will pay, to “dismiss” a felony rape case……..the fed courts, the DOJ, the EEOC and the US Attorney’s offices, are letting corporations rape more than 147,000 women per year in the workplace……

    If someone knows how to make the government put a rapist in prison
    I can be reached at beverlyprather1@verizon.net

  2. You bring up a lot of interesting dilemmas, which are extremely sensitive in the area of employment law.

    To your first question, employers can be liable under sexual harassment laws when a coworker or a supervisor harasses (verbally or physically) a worker. The standards seem to shift depending on whether the harasser is a coworker or a supervisor, but there is good law out there to try to convince the court that a coworker may be treated as a supervisor anyway.

    As it stands, Eighth Circuit law is not the best, but slowly but surely we have been able to set a good precedent record to cite in rape and sexual harassment cases.

    I would direct you to review the Sandoval v. ABM (8th Cir.) case that was recently decided where the court held that other harassment of other females under the supervision of the employer had to be taken into account.

    In addition, I would say that even though it is hard to convince right-wing judges to let the jury decide the question, I feel that us, as employment plaintiff-side lawyers, have to raise all possible arguments that we can and rely on them in order to start changing the bad law.

    I am a member of Minnesota NELA (National Employment Labor Association) and I know that we try very hard to make courts listen to these sexual harassment cases, take them seriously, and bring them to a jury to be tried.

    So don’t give up! There is hope yet and a lot of hard work to do. Which I believe, it is our calling as lawyers. To help and be of service of the community and try to right the wrongs that are out there.

    A lot of your other points I feel would be adequately addressed by the Minnesota State Bar. I am a member of the human rights committee under the MSBA and I would gladly pass along your message to see if there is any formal stance that we, as attorneys in Minnesota, can take to try to protect the public.

    If you have any further questions or concerns, please don’t hesitate to comment further or contact anyone (or me) at my office.

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