What recourse do I have against the company that terminated me for stating I quit my job?
Full Question:
Answer:
SEXUAL HARASSMENT
Quid pro quo sexual harassment involves supervisory personnel seeking sexual favors from employees under them in return for job benefits such as continued employment, promotions, raises, or a favorable performance evaluation. In such a case, when a supervisor's actions affect job benefits, Title VII's prohibition against sex discrimination comes into play, and the employer is liable under this Act.
A second form of sexual harassment is the so-called hostile working environment harassment. This a situation where a supervisor's conduct has sexual connotations and has caused anxiety or poisoned the work environment. This type of conduct may include such things as unwelcome flirtations, propositions, or any other abuse of a sexual nature. If this type of conduct causes an employee to quit his or her job, the employer may be liable for any damage caused to the employee.
An employer is liable for the sexual harassment caused to its employees by coworkers or by its customers when the employer fails to take appropriate action after learning of the misconduct.
THE EQUAL EMPLOYMENT OPPORTUNITY COMMISSION
The Equal Employment Opportunity Commission investigates charges of discrimination. The first step is to determine if there is reasonable cause to believe that the charge is true. If no cause is found, the EEOC investigation ends, and the charging party is issued a right-to-sue letter. This letter entitles the party to file suit within 90 days in Federal District Court, or the party will lose his or her right to file suit. If cause is found, or in any event, the EEOC attempts to settle the charge. If no settlement is reached, either the EEOC brings suit on the employee's behalf, or the employee can bring a suit on his own behalf after being issued a right-to-sue letter. Victims of discrimination may recover damages, including back pay.
