At the end of an employment relationship it is common for employers to elicit a Release from an employee that, in addition to waiving the right to sue, includes a nondisclosure agreement that essentially forbids the departing employee from speaking about the employer.  This is especially valuable when the employer is a high-profile company with

18691875_sBikram Choudhury, founder of Bikram Yoga or hot yoga as it is colloquially referred, has been the center of several well-publicized sexual harassment lawsuit.  As the trial of one former legal adviser’s claim of sexual harassment is now progressing, it gains even more publicity, whether because of the juicy allegations of rape or schadenfreude or

1991649_sGenerally, if an employee is going to complain of harassment by a supervisor, in my experience, the complaint is raised to another person, such as another manager or Human Resources.  A lot of employees simply do not feel comfortable having that conversation with their bosses.

Of course, if an employee does have that conversation with

27485319_sLawyers, and I suspect a good deal of employers, watched the Marchuk v. Faruqi & Faruqi case with a great deal of interest.  The allegations after all were quite scandalous — namely that Juan Monteverde, one of Faruqi’s high profile partners, had sexually harassed Marchuk and raped her.  Some of the interest may have been

Here’s a rather strange sexual harassment decision which we do not have any reasonable explanation for.  

The New Zealand Herald reports that “A young woman whose bottom was slapped in ‘fun’ by her boss has now been ordered to pay her former employer $5000 in costs in the case.”

What’s this?

It seems that the

Our post of December 11th, “Supervisor Squeezing Subordinate’s Nipple: Does The Subordinate’s Gender Matter Under Title VII?” drew a number of comments.

To recap:  A supervisor allegedly grabbed and squeezed his subordinate’s nipple, and took a towel and rubbed it on the employee’s crotch, according to the opinion of a federal appellate court.  The

Punitive damages are generally difficult to obtain.  And under Supreme Court precedent, punitive damages greater than ten times an award of compensatory damages is generally considered “grossly excessive,” raises due process issues, and is likely to be struck down or reduced by a court.

That is what makes a new decision from a federal appeals

A supervisor allegedly grabbed and squeezed his subordinate’s nipple, and took a towel and rubbed it on the employee’s crotch, according to the opinion of a federal appellate court.  

The employee sued, claiming hostile work environment, and claimed that the supervisor “received some perverse sexual gratification” from these acts.

Several other employees complained about similar