An employee of 1995 Auto Corp. recently filed with the Equal Employment Opportunity Commission (EEOC). The charge states that 2 female employees in one of the nonunion satellite offices were subject to repeated and unwelcome sexual advances by their male supervisor who is on a work visa. The charge further states that the two women previously complained to the supervisor’s immediate superior letting him know they felt uncomfortable and would like the behavior to stop. The harassment did not stop, but rather, it continued over a period of 3 months. At that point, the female employees decided that the company would not help. They decided to file a claim with the EEOC, stating they were being sexually harassed at work.
The owner is certain the company can put together a response that will clear the company of the charge. He asked if you felt they had a pretty good case. You state that you are not legal counsel for 1995 Auto Corp.; however, you request permission to investigate the claim before giving your thoughts on the company’s policy documentation for a legal defense.
Given your knowledge of Title VII of the Civil Rights Act, you are concerned with 1995 Auto Corp.’s ability to defend the EEOC charge. You plan to engage in your own investigation into the claim to learn more about the complaints made, who had knowledge, what type of investigation was conducted (if any), and what actions were taken.
As you prepare your strategy for investigating the claim and the union issues, consider the following:
The following links may be useful to you in this process:
The Charge Handling Process
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