An ex-employee is suing Vivint and Vivint Solar for sexual harassment. When the ex-employee reported the manager to the regional manager, who is the manager's brother, he was terminated immediately for "poor performance."
In this report, IPVM examines the complaint and applicable federal laws prohibiting harassment and discrimination.
********* *. ****** *****regularly ********* Plaintiff T. McIntyre by telling him he “******” ** *** *** ******* ** *** *** *** and by saying his ***** ******* **** * “***** ****** *****.” [emphasis added]
** ******* *********,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. ******."
****** **** ****** ** **********, ******** 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 *********** ********* *. ********’* **********."
** **** *****, *** **** *** 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]
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Comments (19)
Undisclosed #1
* *** ** * ********** ****. Seems **** *** ********* *** ****** 'counseled' *** **** ***********...
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Undisclosed Manufacturer #2
**** *** ****** * ****** *** "on *** ****", ** **'* ********* called. *** ********** *** ** ********, and ** *************, **** **.... * simply ****** ******* **** ********, ** at ***** ** *** ****** *** at *** ***** *********, ******* ******* corroborating *********. **'* ** "*******", **** my **** *********** **** ** *** Jussie ******** ********.
** *** *********'* ******** *** ** consistently *********, **** ********* ** ***** have **** ******* ** ******... ************ in * **** ************* ********* ** clean-cut *** ***** (** *'** *******). Or ** **** *** ** ***********, it ***** **** **** **** **** to ***** *** *** ** *** act.
** ** **** **** ** **** poor **********. ** ** ******, *'** had ** **** * **** **********. Each ****, ** ***** *** **** a ***** ** ******** **** ***** cling ** (*.*., *** ***** ** my *** ***** ***********, ****** ******* they ***** ************* *** ****'* ******** about ***** *** *** **** **** fired), **** ***** ***** **. **** would ***** ******* ** ********** *** firing, *** **** ****** ********* ** causing *********.
********** ** *** ** **** ** some **** ** ************ ****** **** allowed ** ** *** ******* ***** within *** ***** ** **** ** they *****'* ******* ***.
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Undisclosed #5
*** *** ** **** ****, ********** the **** ***** ***** *** ** Employer/Employee ************:
*** **** *** *** **** **** determination ***** **** *** *** *******?
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John Honovich
****** ***** ***** ** *******:
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Isabella Cheng
********** *** ****** ************ ******* ** ***** ** ******* the ********* ******* ****** *****:
*** ********** ******* ****** ***** **** still *****.
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John Honovich
*******:
(*) ***** ****** (*** ****** *******) has***** ** ******* *** ***********:
(*) ********** *** ** ********* *******, Vivint *** *****'* *******'* ***** (*** Regional ******* / ********)***** * *********** ******** ****** ***** **** ** ******* to ***-*******:
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John Honovich
********** **** ***** ** ************ ** * ******* ** **********, for *******, **** ** ******** ******* another ******** **** ** ****** ** “bang [***] **** ******” ** "**** outside" *** ********'* ******* ** *** company:
*** ****** *********:
****** *** ******* ****** **********, *** Court **** **** ** **** ****** to ******* ** **** ***** ** the ******. ** **** ****** ***********.
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John Honovich
*** ** ************* ***** ** *******, ******* **** **** **** *** have ************:
********* *** *** ****************** ** ***** *********** ****** *** case *** *** **** **********:
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John Honovich
******:********* *******"***** ****** *** ******* ********* ** determine ******* ***** **** ****, ***., Vivint ***** ****, ***. *** ******, Inc. (*********** “****** ********”) *** ************ and ********** * ****** ********.
**** ** ******* ** *** **** filing ******* ****** ***** ** ****** Smart ****.
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John Honovich
******:
*********, ********** ******* *** *** ******** disclosed. ** ** **** **** ******** anything **********, ** **** *** ** here.
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