Kendall Glouner filed a federal lawsuit against MCIU executive director Jerry Shiveley last month alleging that she endured inappropriate comments about her appearance and discriminatory remarks about women, the Philadelphia Inquirer reported.
Glouner began working for the MCIU in 2007, after a year she was promoted to director. Once she started working for Shively in 2011, the offensive behavior began.
The lawsuit alleges that Shively began remarking on Glouner’s looks in front of other employees, and once told her she needed “a wealthy husband,” and was told is she ever left his employ he “would hunt her down and kill her,” the Inquirer stated. Coworkers told Glouner that Shively liked her because she was “young and attractive.”
In one incident, Glouner attended a work-sponsored charity event with a male guest and afterward Shively told Glouner’s coworkers she acted inappropriately with her guest.
The suit also alleges that Shively said discriminatory comments to Glouner. Once telling her “you women have such a hard time keeping your mouths shut” and also saying that women “always feel the need to interrupt.” He also complained about her pregnancies and made other gender-biased statements, which is forbidden by the Civil Rights Act of 1964.
Glouner finally complained of Shively’s behavior in 2011 by going to the MCIU human resources department, it was after that she was subjected to hostility. After making the discrimination claims Glouner said she was undermined by the agency. She was left out of important meetings and projects that she once participated in and was given an “unsatisfactory” in her year-end performance review. According to the suit, a performance review from the previous year gave her an “excellent” rating.
The lawsuit also stated that other women had left their jobs at the MCIU because of Shively’s behavior and said the agency made no attempt to stop Shively’s behavior.
The attorney representing MCIU in the lawsuit would not make any comments about the case only stating they would provide a “vigorous defense.”
The lawsuit also states that Glouner reported Shively to human resources before filing a formal complaint, which is what all employees who are subjected to sexual harassment or discrimination should do. If an employer does not address the issue by appropriately disciplining the harasser, the employee can then file a formal complaint with the Equal Employment Opportunity Commission.
After filing a formal complaint with the EEOC, the victim of the harassment can chose to hire their own attorney or allow their lawsuit with the federal agency to proceed. Employees who are sexually harassed or discriminated against can sue their employer and the offender for their emotional distress, lost and future wages.
Since the EEOC places caps on the financial awards a harassment victim can receive, it is more beneficial for the employee to retain a Philadelphia sexual harassment attorney to assist them with their case.