Manager Sexually Harassed Him, Manager's Brother Fired Him, Alleges Vivint Ex-Employee In Lawsuit

Ex-Vivint ******** **** ****** *** * ***** ******* *********

** ******* **, ****, ** **-************* * **-**** ************ ***** ***** ***** ********* ***** sexually ********, ********* ** *** *********:

***** ********, *** *********, ***** ******* for ****** ** * ****-**-**** ******** in *** ****, *** ********* *******. However, ** *** ********** ******** ** his ****** *******, ***** ******, **** Glispy ********** ** ********'* *** ****, McIntyre's *********, *** ******** ******* ** McIntyre, *** ********* *******.

**** ******** ******* ******** *** ********** in ****** **** ** *** ******** sales *******, ***** ******, *** ** Derek ******'* *******, ******** ******* ** was *********** ********** *** "**** ***********."

Complaint: ******* ***** ********* ***** *** ****** **********

*. ******, ********'* ****** *******, ***** tell ******** ******* ***** *** "******* sexual ********** **** *** *** *****," the ********* *******. **** **** ******** "feel *************" *** *. ****** ******* to **** **** ***** ******** ***** multiple *****:

******* ***** ********* *. ******** ***** working *** ********,Defendant *. ****** ***** **** ********* *. ******** ***** *** ******* ****** ********** with men and women, as Defendant D. Glispy is an openly bi-sexual male. Defendant D. ******’* ******* *** ******** **** ********* *. ******** **** *************. ********* ***** ********* *. ****** ** **** ** ******** *********, *** ********* *. ****** ******* ** ** **. [emphasis added]

Sex **** ********

*******, *** ********* ******* ******** ******** of ******** *. ****** **** ** McIntyre ***** ******** *** *** ****'* sex ****, ******* **** ******** ** the *******. *** *******, *** ********* alleges *. ****** **** *** ********* comments ** ********:

• “**** ******** **** ** *** *****."
• “*** ***’* *** *** ** ** so * *** **** **** **** happy; **** ** ** ******* **** your **** *** * **** **** her ****** *** ***** *********** **** you ******.”
• “****’* **** **** ***** ***** *** because *’* ***** ** ** **** there ** ***** *** *** ** pass *** ********.”
• “* **** ** **** **** **** stupid.”
• “* **** **** **** **** ******.”
• “* **** **** *** *** * real *** ******* * *****.”

*. ****** **** ******** "**** *** of *** ******** ** **********’ ******** was *** ** ********* *. ********’* inability ** ******* ********* *. ******** sexually" *** "********* *********[*]" ********'* **** and *****, *** ********* *******:

********* *. ****** *****regularly ********* Plaintiff T. McIntyre by telling him he “******” ** *** *** ******* ** *** *** *** and by saying his ***** ******* **** * “***** ****** *****.” [emphasis added]

Exposes ******* ** *********

*. ****** **** ******* ******* ** McIntyre *** **** *** ** ****** "don't ****" **** ******** **********, *** complaint ****:

** ******* *********,Defendant *. ****** ******* *** ***** ** ********* *. ******** to urinate in a bottle while driving in the car. When Plaintiff T. McIntyre informed Defendant D. Glispy that this made him feel uncomfortable, Defendant *. ****** ********* ** ******, “**** ***’* ****.” [emphasis added]

*** ********* **** ****, ** * separate ********, *. ****** "**** ********* T. ******** **** ** ****** '*** to **** *** ********' **** ********* D. ******."

Visits *********'* ****

** ****** **, ****. *. ****** visited ********'* ********* ***** ******** *** not **** *** ***** ** ********'* wife ***** *** ******** ***** ******* his *** **** *** ********'* ****, the ********* *******:

** ****** **, ****, ********* *. Glispy ******* **********’ *********. ********* *. McIntyre *** *** ***** *** ********* L. ******** *** ***** ***** ****. Defendant *. ****** ****** *** *** into **********’ ********* *** ********* ** talk ***** **********’ ********.

*** ********* **** *. ****** "****** and *****" ** **. ******** *** called *** * "***** *****" **** Mr. ******** ********** *** ***** *** visit.

Fired *** "**** ***********"

*******, **** *** ********* ******** ******** D. ****** ** ****** ***** **** incident, **. ******** *** ********* ***** "for ******* **** ***********."

** *** ***** ** ****** **, the ********* ******** *** ******** ** Jason ******, * ******** *******, *** is **** *. ******'* *******, ********* to *** *********. *******, *. ****** "failed ** **** ********* *** *********** correct ******."

** ****** **, *. ****** ******* the *********' **** *** ***** **** "if ********** ****** ** ******** ****** Defendant *. ****** ** ********" *** "assured **** **** ***** ***** ** no ************* *** ****** ***** *********." The ********* ****** ** ******** ****** D. ******.

*******, ** ****** **, "*. ****** terminated ********* *. ******** *** ******* poor ***********." *** ********* ******* **** McIntyre "*** ***** **** ********* ********* alleged **** *********** ****** *** ****** tenure."

Causes ** ******: ****** **********, *** **************, *** ******** ***********

*** ********* ***** * ****** ** action, *** *** **** ****** ******* sexual **********, *** **************, *** ******** retaliation.

*** ********* **** *** ****** ********** McIntyre ******* ********** **** *** **** and ******* * ******* **** ***********:

****** **** ****** ** **********, ******** and/or *** ****** ***/** ********* **** acting ****** *** ****** *** ***** of ***** ********* ***/** **********,subjected ********* *. ******** ** *********, ********, *** ************ **** ** ******** ****** **********, based on his sex, including, but not limited to, offensive sexual comments, remarks, innuendos (e.g., offensive comments about Plaintiff T. McIntyre’s genitalia and having sexual intercourse), and showing his penis. This ****** ********** *** *** ******* *** ****** ** ************ *********** **** ********* *. ********’* **** *********** ***/** ******* ** ************, *******, ** ********* **** *********** *** ********* *. ********. [emphasis added]

********* "*** ********* ** ****-****** ***********" were ******* "**** *********," *** ********* alleges ***** *** *** ************** ***** of ******:

******* ********* *. ********’* ************** *** performance,similarly ******** ****** ********* ** **** *********, *** ********* ** ****-****** ***********, **** ******* **** ********* ***** ** ***** ****** ** ********** ** ****** ***********, as those employees were not subjected to unlawful sexual harassment or unlawful retaliation in violation of Title VII of the Civil Rights Act of 1964. [emphasis added]

**** ******** ********** ***** *** ********** and **************, "******** [******] ********** ********** against ********* *. ********, ** ********* of ***** *** ** *** ***** Rights *** ** ****, ** *******, by *********** ********* *. ********’* **********."

Title *** ** ***** ****** *** ** **** ********

*** *** ****** **** ******* ******** violations ** ******* *** *********** ********** discrimination, ********** *** ** *** ***** ****** Act ** ****.

***** *** ** ***** *******:

** ***** ** ** ******** ********** practice *** * ***** ************-

(*) ** ******* ** ** ***** from *** **********, ** ********* ** discriminate *******, *** ********** ******* ** his ****, *****, ********, ***, ** national ******;

******** ***** *** ****** **** *** have ******** ******** ** ******** **********, the ** ***** ********** *********** ********** (EEOC) *** ****** ****"********** ** * **** ** ********** discrimination **** ******** ***** *** ** the ***** ****** *** ** ****."

*** ********* ******* ** ***** ** unlawful **********, *** ******* ****:

*) ****** * ********* ** ********* employment

** *) ** ****** ** ********* enough ** ****** * **** *********** that * ********** ****** ***** ******** intimidating, *******, ** *******.

*** **** ******* "********* *******" *******, including *** *** ******* **:

********* *****, *****, ******** ** **** calling, ******** ******** ** *******, ************, ridicule ** *******, ******* ** ***-*****, offensive ******* ** ********, *** ************ with **** ***********.

*** **** ** ******** ***** ******* what ** *** ***'* **********, ******* that ** ***** "** *** ****** record" *** ********* ** "******* ********** is ****** ** ********* ****** ** be ******* ** **** ** * case-by-case *****."

EEOC: ******** ********* *** **********

*** ****'********* *** *********** ******** **************** **** ** ******** ** "************* liable *** ********** ** * ********** that ******* ** * ******** ********** action **** ** ***********..." *** ******** can **** ***** ********* ** ** can ***** *** *****:

*) ** ********** ***** ** ******* and ******** ******* *** ********* ********;

*** *) *** ******** ************ ****** to **** ********* ** *** ********** or ********** ************* ******** ** *** employer.

Mechanics ** ****** ************** ******** ********

******** ******* ********** ******** ** ****, this ******* *** **** ***** ***, more **** * ***** *****, ******* of ********** ********** **** ****** * suit ***** ***** ***.

** **** * ************** ******* ***** Title ***, ******* ***** **** * ****** **** the ******* ******* * "***** ** ***" letter **** *** ****:

** *** ***** **** ****** ***** Title *** (************** ***** ** ****, color, ********, *** *** ******** ******), or ***** *** ********* **** ************ Act (***) ***** ** **********,you **** **** * ****** ** ***** ** *** **** **** ****** *** *** **** * ******* ** ******* *****. [emphasis added]

*** ********* **** ********* ******** ***** right ** *** ******* ** **** 15, ****(******** ** ******** **** *), ***** ****** ******* ** ************** ** ******** **** (attached ** ******* *)******* ****** ***** **** *** ***** Commission ** **** *** **** *** a ******** ****** ** ************** **** the **** ********** ******** ** **** 6, **** ******* ****** ***** ****. After ********* * ***** ** *** letter,*** ******* **** ** ***** ****** 90 ****.

*********, *****-**-*** ******* *** ****** ***** the **** ************ *** ****** *** charge, ****** ******* **** **** *** able ** ********* ** *** *** was ******** ** ******* *** **** decided *** ** **** * *******:

** ** ****'* **** ** ********* if *** *** *** **** **** violated, ** **** **** *** * Notice ** ***** ** ***. **** notice ***** *** *** ***** ** file * ******* ** *****... ** we ****** *** ** **** * lawsuit, ** **** **** *** * Notice ** ***** ** ***.

*** **** ****** **** ********* "* ***** ********** of *** ******* *****":

** **** *****, *** **** *** file * ******* ** ******* *** law **** ***** ** ************ *** makes * ******* **** ***** ** reasonable ***** ** ******* **** ************** has ********, *** ** ****** ** resolve *** ****** ******* * ******* called "************." *** **** *** ********** which ******* ** ******** ** ************ efforts *** ************,and ********** ********* * ***** ********** ** *** ******* *****. When deciding whether to file a lawsuit, the EEOC considers factors such as the strength of the evidence, the issues in the case, and the wider impact the lawsuit could have on the EEOC's efforts to combat workplace discrimination. [emphasis added]

******, *** **** **********,*** ***** ******* ** ** *********** ***** ** ******* **** ****, ***** **** *.*% of *** ***** ******* **** *** commission ********.

Few ******** **** ** ******* ******

**** ******** ********* ***** *** *** that ******** ****** ** ******** * relative ** *** ******* ******, ************ ****** ******** ****** ******* **** working ******** ** ****** *********.

******'* **** ** ******* *** ******** Ethics**** *** *** ****** ******* **** working ** *** ******* ** ******* but **** ***** **** **** "*** should **** ** ***** ********** ***** your ******** ********** *** ************* ********":

*** ****** **** ** ***** ********** where **** ******** ********** *** ************* conflict, ** ****** ** ********, **** the ********* ** *** *******, ****** under ********** ******** ** *** ***** of ********* (*** “*****”). **** ******** situations ***** *** *** **** ** appear ** **** ** ******** ******** through, *** *******, * *********** ***** or * ******** ** ***** ******* or ******** **** ***** *** **** a ********, ******, ********, ******** ** other ************.

Unclear ** ****** ******** ***** ** ******, ** ******** **** ******

**** ********* ****** ******** ** ******* whether ** *** *** ****** ******** are ***** ******** ** ******, *** for * ******* ******* ** *** allegations, *** *** *** ******* * response.