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Victims of sexual assault/harassment from Uber encounter in Fresno should call lawyer.

California – December 2, 2021

The recent California Public Utilities Commission (CPUC)  approved $9 million settlement agreement with Uber reveals its priority for identifying sexual harassment. In its 2019 US Safety Report, Uber reported that the total number of assault and sexual harassment claims for 2017 and 2018 was 5,981. CPUC ordered Uber to file the report and answer questions regarding the assault and sexual harassment claims, but Uber filed the report and refused to provide data on grounds that it would be a “shocking violation of privacy.”  If you have been a victim of sexual harassment in an uber transaction occurring in Fresno, a lawyer may assist with claims for damages, or other steps against a driver, or the company for sexual harassment or attacks by drivers against uber clients. Sexual harassment is nothing new, but  the protections from its continued growth continue to be expanded. An attorney experienced in California sexual  harassment claims can guide actions for victims to take regarding incident reporting.

Reporting.

Equal Employment Opportunity Commission’s (EEOC) investigation report from 2017 revealed that Uber reportedly “permitted a culture of sexual harassment and retaliation against individuals who complained about such harassment, violating Title VII of the Civil Rights Act of 1964.  Harassment or abuse that occurs in the workplace, should be reported.  According to an EEOC task force report, almost one third of the approximately 90,000 charges received by EEOC in fiscal year 2015 included an allegation of workplace harassment. This includes, among other things, charges of unlawful harassment on the basis of sex, race, disability, age, ethnicity/national origin, color, and religion. Victims of sex-based harassment often deny, or tone down an egregious situation to avoid, or ignore the negative behavior.

 

Third parties can report actions of harassment, and in some instances this type of “third-party reporting” reduces the stigma on the first accuser, or victim of the abuse.  Victims and/or witnesses to sexual harassment, or workplace discrimination in Fresno can report it.  It is best to check with the employer policy manual to ascertain steps to follow at the specific workplace where the incident occurred and speak with legal counsel.

Complaints.

Complaints should include proof of the allegations whenever possible to support claims taken to the Equal Employment Opportunity Commission (EEOC).  When investigating allegations of sexual harassment, EEOC looks at the circumstances, such as the nature of the sexual advances, and the context in which the alleged incidents occurred. A positive settlement award may be the result of a strong case presented by experienced legal counsel.

Victims of sexual harassment against Uber have legal options against sexual harassment, and seeking legal counsel is the first thing a victim, witness, or third-party should do after reporting the abuse.

  • Passengers should attempt to reach a safe location, and request medical assistance.
  • Seek medical attention by calling 911, or the police, who can assist with transport to a nearby hospital.
  • Law enforcement involvement is important to document the incident, and officially report the assault that can later be used as evidence to support legal claims in court, or damage compensation in settlements.

All businesses in the United States allow for formal Equal Employment Opportunity Commission complaints against the alleged sexual harassment in the workplace, but it must be initiated within forty-five days of the alleged incident and follow all other requirements under the law. If a victim does not wish to proceed with any other steps before contacting EEOC, they do not need to and may seek alternate professional legal counsel for guidance.

Sources.

https://www.cpuc.ca.gov/news-and-updates/all-news/cpuc-approves-9-million-settlement-with-uber

https://www.justice.gov/crt/fcs/TitleVI-Overview

https://www.ada.gov/

https://www.justice.gov/crt/fcs/TitleVI-Overview

https://www.eeoc.gov/statutes/title-vii-civil-rights-act-1964

https://www.eeoc.gov/statutes/age-discrimination-employment-act-1967

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