Woman Sues Boss for 'Mini-skirt Monday' Dress Code, New York Civil Rights Violation Lawyer Comments
A woman is suing her former boss for sexual harassment, alleging that he tried to force her into a dress code schedule that included "Mini-skirt Monday".

NEW YORK, NY, August 21, 2011 /24-7PressRelease/ -- As New York civil rights violation lawyer David Perecman knows, the problem of sexual harassment of women in the work place is far from over.

The New York Daily News reported an outrageous sexual harassment claim less than a week ago.

As reported, Utah County office manager Trudy Nycole Anderson filed a sexual harassment lawsuit against her former employer. Allegedly, her boss at the time gave her a Monday to Friday schedule of what she should wear, including Tube-top Tuesday, Wet T-Shirt Wednesday and No bra Thursday.

The suggestion of this sexually explicit daily dress code is one of many allegations of sexual harassment in the work place listed in the lawsuit.

Forty-four year old Anderson filed the suit in U.S. District Court against Derek Wright, the owner of Lone Peak Controls and D&L Electric Control Company. Anderson had worked for the company as an office manager since 2007.

In other alleged incidents of sexual harassment, Anderson's employer offered to give her a mammogram for free, asked her whether she shaved her pubic area, and repeatedly talked about her breasts in front of other employees.

Also during her employment, Wright allegedly slapped Anderson from behind at least twice and asked her for oral sex on several occasions, the complaint states.

If she reported him, Wright told Anderson she would lose her job. Anderson claims Wright even made her sign a written document stating she would agree to allow the sexual harassment to occur, with the understanding that if she didn't sign the document, she would lose her job.

After three and half years of such abuse, in February of 2011 Anderson finally reported Wright's sexual harassment in the work place. She was immediately fired.

Wright knew Anderson was a single mother of three who couldn't afford to lose her job, the lawsuit claims.

As New York civil rights violation lawyer Perecman understands, the fact that her employer knew she needed to keep the job is not unusual in a sexual harassment case.

"Many people fear missing the promotion, being demoted, or even being fired, so they won't report sexual harassment. However, even though employers may feel that they can do as they please in this tough economy, in reality, they can't" said Perecman, founder of The Perecman Firm, one of New York's civil rights violation law firms.

As New York civil rights violation lawyers understand, not only is sexual harassment in New York against the law, but so is retaliation. Under Title VII of the Civil Rights Act of 1964, employees have a right to oppose discrimination or participate in an U.S. Equal Employment Opportunity Commission (EEOC) proceeding free from retaliation.

Anderson is suing under Title VII of the Civil Rights Act of 1964.

She is also suing for battery and emotional distress related to the sexual harassment in the workplace, in addition to the way she was terminated, reported the New York Daily News.

Her lawsuit states, "As a result of the stress and emotional trauma of this experience, Ms. Anderson has been losing sleep, seeking professional help and has ulcers."

"This case should highlight the continuing and traumatizing effects of sexual harassment in the workplace," said Perecman, a New York civil rights violation lawyer for over 30 years.

Individuals who believe they are being sexually harassed in a New York workplace, should contact an experienced New York civil rights violation lawyer. In New York, the civil rights violation lawyers at The Perecman Firm can assist in enforcing an individual's civil rights. Damages that apply to a sexual harassment case in the workplace may include lost earnings, damages for emotional distress, mental anguish and punitive damages.

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Penni Horwitz
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