Class action sexual harassment lawsuit: a study in crisis communication

Article Abstract:

The actions taken by Mitsubishi Motors Manufacturing of America (MMMA) after the EEOC filed a class action sexual-harassment lawsuit filed against it provide insights into how not to manage employee communications in times of crisis. When the case was filed on Apr 9, 1996, a company spokesperson denied the charges and accused EEOC of self-promotion. Employees were affected by the publicity created by the lawsuit and felt that they were the ones being accused. Meanwhile, those who were part of the class action were blamed for the embarrassment. A tense atmosphere pervaded the workplace and threatened that jobs would be lost. Employees attended a company-supported march in front of the EEOC office to protest the lawsuit. However, the media and outside constituencies strongly criticized the company for the march and the position it has taken in defending itself. MMMA eventually agreed to settle and admitted that harassment indeed existed in its facilities.

Motor vehicles and car bodies, Automobiles, Automobile Manufacturing, Crisis Management (PR), Sexual Harassment, Case studies, Class actions (Civil procedure), Cases, Class action lawsuits, Automobile industry, Crisis management, Public relations, Mitsubishi Motors Manufacturing of America

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Minimize risk by investigating complaints promptly

Article Abstract:

Employers should take note of the wrongful termination and sexual harassment decisions recently reached by courts. One case involved a woman who was humiliated by her superiors after she complained of sex discrimination in her performance evaluation. Her employer was subsequently ordered to pay her $1.5 million in damages. In another case, a hotel company was forced to give $420,670 to an employee who was sexually harassed by her manager. These cases should compel employers to take effective measures that will help resolve sexual and other harassment issues. Some possible methods include creating and communicating written complaint procedures to all employees, posting notices that indicate laws related to sexual harassment and discrimination, immediately investigating and documenting complaints, and disciplining anyone who is found to be guilty. These will help employers avoid liability.

Management, Work environment, Sex roles, Sex discrimination, Sex role in the work environment

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Investigations of sexual harassment allegations: legal means fair - or does it?

Article Abstract:

The importance of conducting fair investigations of sexual harassment allegations is emphasized and a five-stage model of such an investigation is given. Lessons for each stage are highlighted, dilemmas are discussed, and guidelines are given.

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