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husband between a rock and a hard place.
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<blockquote data-quote="Steely" data-source="post: 495089" data-attributes="member: 3301"><p>OK - I happen to be an expert on this, unfortunately. Not by choice - AT ALL - but now I am. My case is still ongoing so I cannot divulge too much but I can tell you what I know objectively.</p><p></p><p>First of all -- Do you live in an AT Will State? Most states are. If that is the case your husband is fine. You don't need a lawyer, and if they fire him over this, then he has a case, not the other person.</p><p></p><p>Wrongful termination suits are EXTREMELY difficult to get through a court system - and most lawyers won't take them. The EEOC will take them IF the accusing party has documentation that the sexual harassment was reported to a supervisor, the behavior did not stop - AND - that they were terminated BECAUSE they reported the incident.</p><p></p><p>Now if he is going to file for sexual harassment he has to have PROOF. And I mean documented, authentic proof. As in another person heard the same thing, and also reported it to a supervisor, or it was tape recorded, or written somehow.</p><p></p><p>People go so crazy with all these willy nilly "lawsuits" and the fact of the matter is that they don't even hold up in court. There are laws to protect both companies and the employees - and from I have been through the laws protect more the employer than the employee. I am having to go through hades and back to "prove" what happened to me" - which is not fair - when so many other people knew and admitted it at the time. In your husband's case this bodes well for him. I would suggest that he consult the EEOC and talk to them about the laws that protect HIM, his company, etc. Not a lot of smaller companies know the laws - and it takes someone like your husband to remind them of <em>his</em> rights. </p><p></p><p>So I would tell husband to stop freaking, and start researching and knowing the laws backwards and forwards. Then I would have him schedule a meeting with HR to go over said accusations, and his rights, and the fact that this man was terminated for the 95 pages of documentation husband has on him, period, nothing more.</p><p></p><p>Good luck - PM me if you want. I literally have spent over 80+ hours researching this and talking to the EEOC. I can share more openly in a PM if you think that would be helpful. HUGS</p></blockquote><p></p>
[QUOTE="Steely, post: 495089, member: 3301"] OK - I happen to be an expert on this, unfortunately. Not by choice - AT ALL - but now I am. My case is still ongoing so I cannot divulge too much but I can tell you what I know objectively. First of all -- Do you live in an AT Will State? Most states are. If that is the case your husband is fine. You don't need a lawyer, and if they fire him over this, then he has a case, not the other person. Wrongful termination suits are EXTREMELY difficult to get through a court system - and most lawyers won't take them. The EEOC will take them IF the accusing party has documentation that the sexual harassment was reported to a supervisor, the behavior did not stop - AND - that they were terminated BECAUSE they reported the incident. Now if he is going to file for sexual harassment he has to have PROOF. And I mean documented, authentic proof. As in another person heard the same thing, and also reported it to a supervisor, or it was tape recorded, or written somehow. People go so crazy with all these willy nilly "lawsuits" and the fact of the matter is that they don't even hold up in court. There are laws to protect both companies and the employees - and from I have been through the laws protect more the employer than the employee. I am having to go through hades and back to "prove" what happened to me" - which is not fair - when so many other people knew and admitted it at the time. In your husband's case this bodes well for him. I would suggest that he consult the EEOC and talk to them about the laws that protect HIM, his company, etc. Not a lot of smaller companies know the laws - and it takes someone like your husband to remind them of [I]his[/I] rights. So I would tell husband to stop freaking, and start researching and knowing the laws backwards and forwards. Then I would have him schedule a meeting with HR to go over said accusations, and his rights, and the fact that this man was terminated for the 95 pages of documentation husband has on him, period, nothing more. Good luck - PM me if you want. I literally have spent over 80+ hours researching this and talking to the EEOC. I can share more openly in a PM if you think that would be helpful. HUGS [/QUOTE]
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