Brooklyn Personal Injury Blog

Former National Basketball Association (NBA) security director Warren Glover recently filed a lawsuit against the league for his retaliatory filing. Glover had worked in NBA security for over 10 years, but was fired in July. He claims that he lost his job because he consistently stuck up for female colleagues who suffered sexual harassment and gender discrimination.

Several years into Glover's tenure with the NBA, he reported inappropriate behavior by a fellow security employee that targeted three of his female colleagues. According to the claim, the inappropriate colleague sexually harassed the women with lewd comments and even showed them pornography on his computer.

The food service industry has long held a reputation as a place where sexual harassment and gender discrimination were ignored or even accepted. Sadly, numbers recently gathered by the federal government confirm that restaurants remain a haven for inappropriate behavior by employees and supervisors.

In early November, msnbc.com reviewed data by the Equal Employment Opportunity Commission (EEOC). The EEOC reported that 75 sexual harassment claims had been initiated this year; 26 of them coming from employees in the food service industry. This unbelievable proportion (37 percent) of harassment claims involving restaurants certainly proves that the industry has to clean up its act.

Brooklyn's B110 bus recently made international headlines for alleged acts of sex discrimination. Women passengers have been complaining that they are forced to sit in the back of the bus and men are only permitted to ride in the front. This practice conforms to traditional Hasidic Jewish faith, which generally separates men and women. The B110 bus runs between Williamsburg and Borough Park - an area where many Hasidic Jews reside.

The controversy is not over the ancient Hasidic law itself, but dwells in the enforcement of the practice on a New York City bus line. The B110 bus is not operated by the Metro Transit Authority (MTA), as the Private Transportation Corp. has run the line for the past 38 years. However, the B110 bus operates under a contract with the New York City government.

More than 1,650 women received compensation for claimed gender bias by the world's largest beef and pork processor. The allegations outline employment behavior that is anything but "world class," as women were wrongfully denied work at Tyson plants in Illinois, Iowa and Nebraska, according to the complaint.

The case began when the U.S. Department of Labor's Office of Federal Contract Compliance Cases filed suit against Tyson in an effort to protect women's civil rights in employment. The agency was able to stand up for the employment discrimination victims because Tyson does business with the federal government, placing it within the ambit of Department of Labor's enforcement policies.

A 44-year-old woman recently filed suit against her former boss, alleging an outrageous pattern of disgusting behavior victimizing her within her own workplace. The plaintiff explained that her ex-boss, who owned the company she worked for, frequently made crude sexual remarks in her presence, often about his employee's anatomy.

The woman's sexual harassment complaint states that the boss routinely made lewd comments about her breasts, even in the presence of other employees. He requested her to display her breasts and even when as far as creating a calendar directing her to wear inappropriate clothing. The court filings provided examples such as "Wet T-shirt Wednesday" and "No bra Thursday." Unfortunately, this just scratches the surface of the man's abhorrent conduct outlined in the lawsuit.

A federal jury recently awarded a woman $95 million after she was sexually harassed by her employer for almost a year.

After being sexually harassed for almost a year, a 20-year-old customer service representative at a rent-to-own store was sexually assaulted by the store's general manager. According to documents filed with the court, the general manager's harassment began in 2005 with inappropriate comments. Over time, the harassment progressed to pinching and groping. The female employee reported the harassment to a company harassment hotline in May 2006, but the company never followed up with her complaint -- beyond having one of her boss's supervisors mention the complaint in front of her boss.

On Monday, the Supreme Court issued one of the most anticipated decisions of the year. Deemed a victory for employers, the end result will change the way employment lawsuits can be litigated.

The case, Wal-Mart Stores Inc v. Betty Dukes, et al., alleged that Wal-Mart discriminated against women when it came to promotions, pay and job responsibilities. The named plaintiff, 54-year-old Betty Dukes, filed a lawsuit in 2000, claiming that under Title VII of the Civil Rights Act, she was discriminated against, and was kept from advancing within the company despite hard work and outstanding performance.

In 2004, a California federal district judge certified the employment discrimination case, allowing 1.6 million women who all had worked for discount retailer giant Wal-Mart, to join and create the largest civil rights class action lawsuit in U.S. history. Wal-Mart appealed the class action certification. The case was heard several times by the Ninth Circuit Court of Appeals before Wal-Mart asked the Supreme Court to review the class certification last December.

While Dov Chaney and American Apparel have been making national headlines thanks, in part, to the company's financial troubles and their CEO's penchant for sexual overtures, they are not the only ones being sued in New York for sexual harassment. Just last month a sexual harassment lawsuit was filed against nightclub owner Mark Birnbaum.

According to documents filed in a Manhattan civil court, the 33-year-old owner of two Manhattan bar -- Tenjune and Simyone Lounge -- used his position to "prey on his female employees to satisfy his own personal needs."