• 09
  • February
    2011

Part of the reason most workplaces have a system of hierarchy is so problems can be dealt with appropriately. However, when problems that are reported to managers are still not addressed, outside assistance may be necessary, especially when the problem is as severe as sexual harassment or sexual assault.

First Student, a school bus company, is now facing repercussions for ignoring the complaints of four Los Angeles, California, employees. The Equal Employment Opportunity Commission (EEOC) reported that four female employees were subjected to sexual harassment. When they complained to a manager, they were retaliated against or forced to quit. The bus company is expected to pay $150,000 to settle a sexual harassment lawsuit.

No one in an employment setting, especially a supervisor or manager, should be allowed to barter sexual favors in exchange for normal working conditions. According to the EEOC, women who refused the sexual advances had their hours cut, and the harasser promised extra hours to those who might indulge him. The women who refused the advances were forced to resign because of the harassment.

To help ensure the hostile work environment is fixed, the bus company will hire an external employment consultant to redo the employment policies. As part of the agreement, the company will create new complaint procedures and provide better training on harassment and retaliation. The EEOC will monitor the company's progress with the goal of preventing similar situations in the future.

While it is fortunate that the sexual harassment and retaliation against the women finally stopped, it is alarming that the bus company allowed it to exist for so long. An effective human resources department and managers who follow protocol should help prevent similar events from transpiring at the company again.

Source: Beverly Hills Courier, "School Bus Operator To Pay $150,000 To Settle Sexual Harassment Lawsuit," 3 February 2011