{"id":2942,"date":"2017-10-09T16:30:54","date_gmt":"2017-10-09T20:30:54","guid":{"rendered":"https:\/\/discriminationandsexualharassmentlawyers.com\/?p=2942"},"modified":"2019-12-06T20:17:53","modified_gmt":"2019-12-06T20:17:53","slug":"gucci-10m-sexual-harassment-suit","status":"publish","type":"post","link":"https:\/\/dev.discriminationandsexualharassmentlawyers.com\/es\/gucci-10m-sexual-harassment-suit\/","title":{"rendered":"Gucci $10M Sexual Harassment Suit"},"content":{"rendered":"

Gucci $10M Sexual Harassment Suit
\nChicago, IL<\/strong> –\u00a0The Ex-Gucci sales associate at the Gucci flagship in downtown Chicago took her allegations to the EEOC claiming that a manager at the luxury fashion house sexually harassed<\/a> her.
\nOn September 29, 2017, Chanel Falasco, the plaintiff in the case, explained in an Illinois federal court for hostile work environment caused by sexual harassment<\/a>, quid pro quo sexual harassment<\/a>, and negligent supervision<\/a> on the part of Gucci. She is asking for unspecified damages in excess of $10 million.
\nMs. Falasco\u2019s harasser was an assistant store manager identified as \u201cByrne\u201d who frequently made \u201cflirtatious overtures and sexually suggestive comments<\/a>\u201d to her. Such comments included explicit remarks about her physical appearance, leading to Byrne regularly referring to Ms. Falasco as, \u201cBooty,\u201d even on the sales floor and in the presence of other managerial staff. Such unwelcomed sexual conduct went on for nearly two-and-a-half years working
\nThe former Gucci sales associate is suing the Gucci luxury house for $10 million. In her federal complaint, she claims a Gucci store manager\u2019s sexual harassment escalated to the point of him exposing his penis.
\nYet, Gucci\u2019s executives and other supervisors took a blind eye to the ongoing discrimination.\u00a0 Ms. Falasco claims there was no Gucci human resources department to turn to at the Chicago store and when she asked Gucci\u2019s operations coordinator for corporate HR contact information, she was \u201cbalked\u201d at, according to her complaint.
\nLikewise, the plaintiff stated that she went to a supervisor and complained of Byrne\u2019s unlawful conduct on at least twice, but she was simply told to, \u201cignore it,\u201d \u201cbrush him off,\u201d and to \u201cavoid working with him.\u201d
\nIn response to the allegations filed against it, a Gucci spokesman stated, \u201cAs a company policy we do not comment publicly on personnel-related matters.\u201d
\nAdditionally, Ms. Falasco claims when it came time for her annual performance review, Byrne allegedly told Ms. Falasco in private that her review would have been better if she would have she gone along with his sexual proposition.
\nEventually, Ms. Falasco could no longer take her hostile work environment. She resigned her at Gucci in February 2016 and went on to file her gender discrimination charge with the Equal Employment Opportunity Commission<\/a> (EEOC) in March 2016.
\nAfterwards, the EEOC subsequently launched an investigation and determined that there is \u201ccause to believe\u201d Ms. Falasco was discriminated against because she is a woman. As any attempts of settling the case.
\nFalasco brings her claims in Federal Court. Gucci\u2019s conduct and the conduct of Byrne is classic sexual harassment in violation of the Title VII of the Civil Rights Act of 1964<\/a>. Specifically, Gucci and Byrne may be liable for quid pro quo sexual harassment.
\nQuid pro quo sexual harassment is a theory of sexual harassment that is actionable under Title VII\u2019s anti-gender discrimination provision. Under Title VII an employer is liable for sexual harassment when a supervisor or manager predicates job benefits, such as a promotion, or increased screen time, on whether the employee acquiesces to the supervisor or manager\u2019s request for sexual favors. A company will be held liable if an employee reports the behavior and the employer is negligent in their investigation.
\nFurther, Gucci and Byrne may be also liable under city and State laws, which are similar to federal discrimination laws.
\nIf you feel you have suffered sexual harassment or subject to unlawful discrimination on the job contact one of our Philadelphia sexual harassment attorneys at the Derek Smith Law Group, PLLC today for a free consultation. Our attorneys have years of experience litigating claims of gender discrimination. Working together with our New York City sexual harassment attorneys, we have recovered millions on behalf of our clients who were discriminated against because of their gender. If you feel you have been discriminated against because of your gender, please give our attorneys a call at (800) 807-2209 for a free consultation.<\/p>\n

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Call today to schedule a FREE acoso sexual<\/a> o employment discrimination<\/a> legal Consultation in NY, NJ & PA with one of our top rated employment law or sexual harassment attorneys here at the Derek Smith Law Group. You can\u00a0reach us online<\/a>\u00a0or by calling <\/strong>. Our New York City, New Jersey and Philadelphia labor & employment law attorneys handle a variety of cases involving sexual harassment, racial discrimination<\/a>, pregnancy discrimination<\/a>, and other employment-related claims. We serve clients throughout New York, including Manhattan, Brooklyn, Queens, the Bronx, and Staten Island. We also have offices in Nueva Jersey<\/a> and Filadelfia<\/a> to serve you.<\/p>\n

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