Fsb Vs Vinson Case Summary

Meritor Savings Bank, FSB Vs. Vinson

A female bank employee alleged claims of sexual harassment from her male supervisor. Her claims included that her supervisor fondle her and made sexual demands suggesting fear that she would lose her job. After being terminated she filed a lawsuit under Title VII of Civil Rights Act of 1964 against the bank and her former supervisor. The supervisor denied the claims and stated all advances were voluntary. The court took the position of the petitioner, although she did not properly report the offense. Ideally, employees should report all sexual harassment incidents with their supervisor; however, in this situation a supervisor was involved so there was no other outlet submit the incident to. On behalf of all organizations it is important for organizations to offer more than one outlet to report unlawful acts in the workplace. For instance, providing a service hotline where employees feel comfortable to report workplace incidents can eliminate the middle man properly bring justice to
During his 2007 mid-year review it was noted that he missed a few deadlines and was evaluated as “needs improvement”. In early 2008, Raytheon initiated a RIF (reduction in force) which involved Robert Lyells, Richard’s line manager, to evaluate his employees and determine where the reduction will occur. Miller was included in the recommendation to be laid off after Lyells determined his job function was nonessential. Among the other employees, included in the RIF were all older than forty. The company’s human resource department offered to further counsel Miller by finding him another job within the company, however no jobs were available. Miller felt that since he received a “needs improvement” rating it would be almost impossible for him to stay with the company. Additionally, Miller wanted to return to his old team, supply chain, however HR insinuated that he would not be