AccuWeather Pays $290k After Sexual Harassment Claims
AccuWeather, the family-run weather company has agreed to pay $290,000 after a federal oversight agency found the company subjected female employees to sexual harassment. Also, dozens of women opted into the settlement.
About Sexual Harassment
Federal law prohibits sexual harassment through Title VII of the Civil Rights Act of 1964. This applies to employers that have 15 or more employees. The U.S. Equal Employment Opportunity Commission (EEOC) defines sexual harassment as a form of sex discrimination that explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment. However, the most common types are quid pro quo and hostile environment.
AccuWeather Sexual Harassment Claims
The Office of Federal Contract Compliance Programs published AccuWeather’s reconciliation agreement after the organization completed an investigation. In January 2019, Barry Myers, the CEO of the company, stepped down. During the federal investigation, the agency discovered AccuWeather discriminated against female employees frequently. Many in the company subjected them to sexual harassment and a hostile work environment. Plus, AccuWeather didn’t exercise reasonable care to prevent harassment. The agreement did not give more details.
However, AccuWeather has denied the allegations. Yet, the company said it would comply with the changes outlined in the agreement. This includes training managers on how to prevent and identify harassment. No one is mentioned by name in the agreement. Representatives of the company declined to comment further.
AccuWeather will pay dozens of women who worked for the company between Jan. 1, 2014, and Dec. 21, 2017, as part of a settlement. Four women received payment from AccuWeather president Joel Myers, the older brother of Barry Myers. At least 35 others have opted into the settlement.
Therefore, if you have experienced sexual harassment in any form in the workplace, you should contact a qualified employment attorney. You should do this right away since time is of the essence. If the harassment has not stopped after making a formal complaint with your employer, consulting a harassment lawyer is your best option. Your attorney will be able to provide further guidance, help you file a claim with the EEOC, and help you build a case that will put an end to what you have experienced.