A federal jury in Southern Illinois awarded Ashley Alford $95 million in what may be the largest sexual harassment payout ever. Alford, who worked as a sales representative at Aaron’s Inc. was awarded $15 million in compensatory damages and $80 million in punitive damages, reports Reuters.
Soon after joining Aaron’s, a large furniture chain store, Alford claimed that her male colleagues engaged in a campaign of sexual harassment against her. According to Reuters, the store’s general manager, Richard Moore, was the primary harasser; nicknaming Alford “Trixie,” making inappropriate comments, and groping her.
Alford alleged that Moore's harassment culminated when he threw her down on a couch and masturbated on top of her reports Reuters.
What made matters worse, and what led the jury to award Alford $95 million, is how Aaron's responded (or failed to respond) after Alford complained of Moore's behavior.
Alford claimed that she called the company's sexual-harassment hotline, and left a message complaining of the harassment. However, nobody from Aaron's returned her call or followed-up on the complaint.
Companies have a responsibility to take complaints of sexual harassment seriously. This usually involves investigating the complaint and taking action if there is any basis to the complaint.
For example, Aaron's could have returned Alford's call and investigated the incident. If it determined that Moore acted inappropriately, it could have taken disciplinary action like firing Moore and requiring sexual harassment training for all employees in that store.
Instead, Aaron's ignored Ashley Alford's sexual harassment complaint. And now the company is left arguing that a $95 million award is too much.
Related Resources:
- Find a Chicago Employees' Rights Attorney (FindLaw)
- $95 million awarded in sex harassment case (KSDK)
- Sexual Harassment: Actions You Can Take (FindLaw)
- Woman Gets $95M Verdict: Boss Masturbated on Her (FindLaw's Legally Weird)
- The Loop's Tilted Kilt Sports Bar Faces Sexual Harassment Suit (FindLaw's Chicago Employment Law Blog)
ShareThis
