The Real Reason Why JP Morgan Chase Wants Debrahlee Lorenzana To Shut Up

Claiming she's tarnishing the financial industry's reputation, ex-Citibanker Debrahlee Lorenzana's current employer, JPMorgan Chase, now threatens to fire her for speaking to the press, the Voice learned today.

The real reason why JP Morgan Chase wants Debrahlee Lorenzana to shut up is probably the same reason that the executives of the now defunct Long Island brokerage Lew Lieberbaum & Co., wanted Kimberly Casper, Deanna Caliendo and Linette Cinelli to shut up. You see when people go public with sexual harassment complaints against a business it inspires other victims to come forward, as it did in the case of Kimberly Casper, Deanna Caliendo, and Linette Cinelli. Their public outcry against sexual harassment made international headline news causing others at the now defunct Lew Lieberbaum & Co., to come forward filing multiple complaints with the Equal Employment Opportunity Commission and as a result of all the media attention and the multiple complaints coming from employees at Lew Lieberbaum & Co., the EEOC had no choice but to start a class action lawsuit against the now defunct company. So what started out as three women filing complaints with the EEOC, receiving right to sue letters and then suing with private attorneys, ended, in a class action lawsuit litigated by the U.S. Equal Employment Opportunity Commission.

In EEOC v. Lew Lieberbaum & Co., the Commission recovered $1.55 million for 17 victims of discrimination and $200,000 for future claimants in the case. EEOC alleged that the defendant subjected its African-American and female employees to a racially and sexually hostile environment; paid them less than other employees; failed to promote them; retaliated against those individuals who complained about the harassment and, in some instances, discharged them.

O'Fallon day care sued for sexual harassment - Breaking news - bnd.com

O'Fallon day care sued for sexual harassment - Breaking news - bnd.com

A former female employee of a child day care in O’Fallon has filed a sexual harassment lawsuit against the company claiming a sexual relationship with her supervisor resulted in a hostile work environment and, ultimately, the end of her employment. The day care’s spokesperson said the company has polices in place to ensure employees are treated fairly.

Although, I am an advocate against sexual harassment on the job, I do think that people who have sexual relationships with co-workers and or supervisor are themselves, contributing to the problem of sexual harassment in the workplace.

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Ann Arbor Days Inn Sued by EEOC for Sexual Harassment and Retaliation

Supervisor Attempted Sexual Assault on Employee, Federal Agency Charges

ANN ARBOR, Mich. – The U.S. Equal Employment Opportunity Commission (EEOC) announced today that it has filed a sexual harassment and retaliation lawsuit against Ann Arbor Nights, Inc., doing business as Days Inn Hotel of Ann Arbor, in U.S. District Court for the Eastern District of Michigan, Southern Division (Case No. 2:10CV12197).

The EEOC’s suit charged that the Days Inn violated federal law when a supervisor subjected a female housekeeper to a sexually hostile work environment including inappropriate sexual comments, physical assaults, and at least one attempted sexual assault. The EEOC also said that the housekeeper was discharged following her repeated attempts to complain about the harassment.

Such alleged conduct violates Title VII of the Civil Rights Act of 1964. The EEOC filed suit after first attempting to reach a voluntary settlement out of court through its conciliation process. The EEOC is seeking to recover monetary compensation in the form of compensatory and punitive damages and an injunction enjoining Days Inn from further subjecting its employees to a sexually hostile work environment or retaliating against individuals who complain.

“Attempted sexual assault is one of the most egregious forms of sexual harassment,” explained EEOC attorney Nedra Campbell. “When it’s at the hands of a supervisor, it’s even worse,” she added.

The Ann Arbor Days Inn is a franchise of Days Inns Worldwide, which is part of the Wyndham Worldwide family of hotels.

The EEOC enforces federal laws prohibiting employment discrimination. Further information about the EEOC is available on its web site at www.eeoc.gov.

How To file A Sexual Harassment Complaint With The New York State Division Of Human Rights

How to File a Complaint | Complaint Form

To file a complaint, please contact the nearest regional office. Click here to find your nearest regional office. You can also request a flyer for more information on filing a complaint.

IF YOU FEEL YOU HAVE BEEN DISCRIMINATED AGAINST … Click here to download the form and mail it to your nearest regional office.

… because of your race, creed, color, national origin, sexual orientation, military status, sex, age, marital status, domestic violence victim status, disability, predisposing genetic characteristics or prior arrest or conviction record, or if you believe you have been retaliated against for opposing unlawful discriminatory practices, you may be able to file a complaint with the State Division of Human Rights. The New York State Human Rights Law forbids discrimination in employment, apprenticeship and training; purchase and rental of housing and commercial space; places of public accommodation, resort and amusement; non-sectarian; tax-exempt educational institutions; and all credit transactions.

How to File a Complaint:

1. You can download a complaint form. Once completed, signed and notarized you can mail the complaint form to the nearest regional office of the Division of Human Rights. There is no filing fee. You may retain private counsel, but it is not necessary. You may file a complaint within one year of the unlawful

To assist us in expediting your complaint please be prepared to provide us with the following information:

a. Have names, titles, addresses, and phone numbers of all persons alleged to have discriminated against you.

b. Provide photocopies of any documentation that supports the allegations made in your complaint.

c. If possible, supply the correct names and addresses of any witnesses to the alleged act(s) of discrimination.

Investigative Procedure:

The regional office will:

1. Receive your complaint of discrimination and notify the respondent(s).

(A respondent is a person or entity about whose action you complain). If you are unable to file, a complaint will be prepared and forwarded to you for your review and notarized signature.

2. Resolve questionable issues of jurisdiction.

3. Forward, upon your request, a copy of your complaint will sent complaint to the Equal Employment Opportunity Commission (EEOC) or the U.S. Department of Housing and Urban Development (HUD).

4. Investigate through appropriate methods (written inquiry, field investigation, investigatory conference, etc.)

5. Determine whether or not, there is probable cause to believe that an act of discrimination has occurred, and will notify you and the respondent(s) in writing.

Procedure Following an Investigation:

If there is a finding of no probable cause, or lack of jurisdiction, the matter is dismissed and the complainant may appeal to the State Supreme Court within 60 days.

Public Hearing:

1. A Division attorney or agent will present the case in support of the complaint, or you may elect to retain outside counsel.

2. A Notice of Hearing will be issued. The case may be adjourned only for a good cause.

3. An Administrative Law Judge presides over the hearing. It may last one or more days.

4. A Recommended Order is prepared and sent to the parties for comment.

5. A Commissioner's Order either dismisses the complaint or finds discrimination. In the latter case, the Commissioner may order the respondent to cease and desist and take appropriate action. The Division may order damages and/or back pay. The Order may be appealed by either party to the State Supreme Court within 60 days.

Within one year, the Compliance Investigation Unit investigates whether the respondent has complied with the provisions of the Order.