Short Stack of Trouble Growing at Milwaukee IHOP

It is important for employees to know their rights, and what recourse is available to them, if they are sexually harassed in the work place.   Many companies as part of an orientation process have their new employees read a policy manual that outlines how to bring a complaint against a coworker or manager, and provide training to managers on how to avoid even innocently being perceived as harassing members of their team.

It’s even more important for employees to know their rights if they are working for a company that has already lost a sexual harassment suit.

Which is why a federal judge has issued a contempt-of-court order against a restaurant management company for refusing to post a court-ordered notice that was required by the court in a sexual harassment case brought by the U.S. Equal Employment Opportunity Commission (EEOC).  The notice outlined the results of the sexual harassment lawsuit

The EEOC had charged in its original lawsuit, EEOC v. Management Hospitality of Racine, Inc., Flipmeastack, Inc., and Salauddin Janmohammed, Case No. 2:06-cv-00715-LA (E.D. Wis.), that the company subjected two teenaged servers to sexual harassment by their manager at an IHOP formerly operated by Flipmeastack in Racine, Wis., in 2005. The case resulted in a $105,000 jury verdict against the defendants in November 2009.

Sexual harassers should beware: The trouble they’ve brought on themselves doesn’t stop when you want it to, or even when they pay their victims.  It’s done when they’ve done everything that the court mandates.  And hopefully the court will mandate enough so that they never do it again.