Sexual Harassment Legal Memo

The case Charles Schwab & Co. Inc. v. Douglas Castro asserts that Douglas Castro, a former

Pat McGuiness – lawyer, he was the leading lawyer representing Brenton, after the trial he did more

COUNSEL: For Plaintiff: Mona C. Engel, Esq., Law Offices of Robert F. Danzi, Westbury, New York.

STATEMENT OF FACTS: Sheila White interviewed with Marvin Brown and obtained a job as a “track laborer” with Burlington Northern & Santa Fe Railway Company. Shortly after her hire date, however, she assumed forklift operator duties. This new assignment still fell under the “track laborer” position description, and White occasionally performed those duties although her primary responsibility was operating the forklift. Three months into her new job, White complained to the company that her immediate supervisor was sexually harassing her on the job. He was temporarily suspended and required to attend sexual harassment training. White was then informed that she was being reassigned to track labor duties only. White

Crown lawyer was George Dangerfield, he played a huge part in the wrongful conviction of Thomas Sophonow.

I. “ Judge Patrick Pirtle is the district judge of the 251st District Court of Randall County, Texas, and this case, a capital murder case, is on the docket of that Court. “ (http://www.goextranet.net/Seminars/Examples/Disqualify/State%27sRecuseJudge.htm)

		He asked her, ³What are you asking for? Can you put it in plain words?²

him” (122), Faye exclaims realizing that she had once informed him that if he could not buy her what she

find out he is not. As soon as he gets in is to the chair and drinking

GIlbury and Lewiston worked together for several years. Their relationship was “cooperative”. Gilbury reported their relationship began to change and Lewiston’s behavior was “out of the ordinary”. The EEOC’s definition of sexual harassment was his actions “created an extremely sexually hostile environment” Many coworkers stated Lewiston was a “lonely” guy. Lewiston sent Gilbury several cards on different occasions one card accompanied with roses. He also asked her to lunch on 2 different occasions which she responded no to both times and told Lewiston she is “a happily married women”. One card stated “I hope you can

A supplemental affidavit of Mrs. Rodriguez de Olivares providing further details of her marriage to Mr. Olivares and extreme cruelty she suffered during her marriage and the explanation of documentation being requested by USCIS;

In accordance with the Equal Employment Opportunity Commission (EEOC) situations that sexual harassment might occur can be verbal and/or physical in manner such as:

to go out with a few friends from work. She said she would be back

Organizations have an obligation to create a harassment free environment for its employees. Harassment doesn’t have to be of a sexual nature. An organization is liable if the harassment is so frequent or severe that it creates a hostile or offensive work environment or when it results in adverse employment actions such as the victim being fired, demoted, or transferred. Harassing a person based on their sex is illegal. Sexual harassment has a great impact on an employee’s productivity as well as poses a major impact on an organization’s finances in litigation.