Todd Khan, Coach CEO
3. Top executives at Coach, including CEO Todd Khan, treated Mr. Anzola as a personal friend. When they visited the store, they made a point to seek out Mr. Anzola to chat with him as soon as they entered the store. They appeared friendly and Mr. Anzola told me that they were.
A Virginia woman, “Ms. Smith” (a pseudonym), has filed an EEOC Charge alleging that General Dynamics NASSCO Norfolk failed to stop sexual harassment by her supervisor following her complaints, and went on to retaliate against her. Public court records now reflect that the supervisor is facing charges of sexual battery of Ms. Smith.
In her EEOC Charge filed in June 2024, Ms. Smith alleges that from early in her employment as a firewatch at General Dynamics NASSCO Norfolk, her supervisor—the Firewatch Coordinator—subjected her to daily sexual harassment, which included sexual remarks, unwanted touching, and sexual come-ons. For example, the Coordinator asked to touch Ms. Smith’s body parts, asked her for sexual favors, and even kissed her face and grabbed her rear end and breasts. When she resisted his sexual advances, the Coordinator falsely told Ms. Smith’s higher-level supervisor that she had an “attitude.”
Ms. Smith’s Charge explains that she complained to her higher-level supervisor about the Coordinator’s harassment, but to no end: the harassment continued, including by the Coordinator falsely telling Ms. Smith’s coworker that Ms. Smith was willing to perform sexual favors at work. Ms. Smith was humiliated by his degrading remarks about her.
Sexual harassment has run rampant at a Coach store in NYC, according to a Charge of Discrimination filed recently by a former employee.
Tapestry, Inc. is a global fashion holding company headquartered in New York City. Its luxury brands include Coach, Kate Spade and Stuart Weitzman. Tapestry’s sexual harassment policy is illegal: it lacks the most important protections provided under NYS law, and for years Tapestry has been ignoring complaints by women that Luis Anzola, a Craftsman who has worked at Coach for three decades at their flagship store (“the pinnacle of the Coach experience”), has been sexually harassing them.
A young woman who started at Coach when she was just 23 years old, and member of Gen Z — the very demographic that Coach is desperate to attract — has filed a Charge of Discrimination with the Equal Employment Opportunity Commission. It alleges that over a period of a year and a half, she made four separate complaints to the Store Manager, to Human Resources and finally to Coach’s District Manager, Brian Glass. She told them that Anzola was following her around, coming on to her, and touching her, and that he would spend up to a half hour at her workstation, staring at her and not working. Her first Store Manager agreed the behavior was unprofessional and unacceptable, and would not be tolerated. But although management assured her that it would stop, it never did.
In a text Order entered May 20, the Middle District of Louisiana confirmed that Weldon Moore’s claims of racial harassment and retaliation will go to trial, which was previously scheduled to begin July 22.
Lead Counsel Shilpa Narayan successfully led the charge to challenge Excel’s efforts to have Mr. Moore’s case dismissed. For his part, Mr. Moore has withstood the challenges of litigation, fighting for justice for more than three years to have his day in court.
Read more about the case here: https://www.sexualharassmentlawyerblawg.com/excel-usa-management-testimony-reveals-retaliatory-treatment-of-african-american-employee-who-filed-racial-discrimination-suit-weldon-moore-v-excel-contractors-llc-d-b-a-excel-usa-321-cv-00698-j/
A Patriot Contracting Superintendent subjected an employee to highly offensive racist and homophobic slurs—including the N word and “faggot”—and threats of violence, according to Charges of Discrimination filed with the Equal Employment Opportunity Commission (EEOC) by two former Patriot employees. When the employee’s colleague stood up for the victim, the Superintendent retaliated against him, including forcing the colleague to perform work that was inappropriate and painful given his previously-disclosed status as a cancer patient, according to his own EEOC Charge.
Twenty-year-old “Kevin” (a pseudonym) had worked for Patriot as an excavator operator for five months when he was transferred to a Reno, Nevada job site supervised by a Superintendent in October 2023. This was one of his first full-time jobs, having graduated high school in 2021. “Martin” (also a pseudonym), a former law enforcement officer and highly experienced construction equipment operator, worked onsite under the Superintendent as well. As explained in the EEOC Charge he filed on March 6, 2024, when he came on board with Patriot, Martin—a valuable prospective employee who had years of relevant experience—had made clear to General Manager Ritchie Jensen that to accept the construction equipment operator position, Patriot would have to guarantee Martin wouldn’t be forced to work as a laborer. Martin had disclosed that he was a cancer patient, taking a daily medication to manage his cancer, which made laborer work painful and infeasible; he further disclosed that a preexisting knee condition also made such work unacceptable. Jensen guaranteed that Martin would only be required to operate construction equipment, not to perform a laborer’s manual work.
Unfortunately, as soon as Kevin moved to the Superintendent’s crew, the Superintendent began making extremely offensive and upsetting anti-gay slurs and remarks. As outlined in Kevin’s EEOC Charge, on a near-daily basis, the Superintendent would use the slur “faggot”—saying “hello faggot,” “what a faggot,” and similar remarks to Kevin. Before long, the Superintendent also targeted Kevin, a Native Hawaiian man, with egregious racial slurs—calling him slurs including N*****, monkey, and coon on a daily basis. The Superintendent behaved erratically and threateningly—displaying a gun to Kevin and his coworkers while announcing “this is for anyone that wants to fuck around”—and once placing Kevin in a chokehold with no warning.
Friedman & Houlding LLP represents a transgender female (“Charging Party”), who has filed an EEOC Charge of harassment and retaliation against her former employer Veolia Nuclear Solutions (“Veolia”), a federally contracted company that carries out nuclear energy facility clean-up and waste removal, at its Richland, Washington location. As alleged in her EEOC Charge, Charging Party was forced to quit after filing a complaint of a hostile work environment with Veolia’s Human Resources department. Federal contractors are under a special duty to proactively abide by anti-discrimination laws. The OFCCP is responsible for enforcement.
As a technician at Veolia, Charging Party reported to a Project Manager (“Project Manager”) at the Richland project facility. The Project Manager directed gender-based harassment at Charging Party on an almost daily basis, likening transgender individuals to “freaks” and pedophiles, and when Charging Party later informed Project Manager of her impending gender transition, he intensified the harassment, taunting her with comments about “chopping off her pecker,” and telling her that her gender transitioning was a “mistake” she would regret.
In addition, Project Manager would regularly make bigoted comments, including comments about trans people, on speaker phone, in conversations he had with colleagues and project managers in other facilities, as well as to the then-Director of Technologies—knowing that others, including Charging Party could overhear. Charging Party felt persecuted for just being who she was, knowing that management condoned such vile harassment.
Nakeya Livermon worked as a welder for Skanska, where she participated in building infrastructure for the Portsmouth waterside. Livermon was the only female welder on site. She was known to be an excellent welder, in an industry that has few female welders at all.
As her foreman noted:
Skanska featured Livermon in its promotional materials, making her a spotlight during Women in Construction Week
This is the third in a series of blog pieces written for and reviewed by the Charging Parties which explains their ordeal
The CEO, the Head of Human Resources and the Therapy Team Leader Threaten to Fire Women who Complain about Sexual Harassment at Encompass, a Major Hospital Chain
The CEO and the Director of Human Resources at Colorado Springs were required to report to Headquarters that they were receiving numerous complaints of sexual harassment perpetrated by the same provider who had been the subject of the sexual assault allegation.
Sexual Harassment Lawyer Blawg