This case takes place in Maryland and involves wrongful termination, labor relations, as well as sexual and racial discrimination. A few months after beginning a new job, the plaintiff began experiencing severe sexual harassment from her supervisor, which created an unbearable and hostile work environment. On many occasions, the plaintiff asked the supervisor to stop his actions, however he did not. For fear of losing her job, the plaintiff did not initially report the conduct to upper management. Eventually, her co-workers voluntarily reported to the offender’s supervisor about his conduct towards the plaintiff, however no action was taken. As a result of extreme stress and fear, the plaintiff visited the hospital. The doctors informed the plaintiff that she should not return back to work. The plaintiff applied for a position at another facility, which she was able to secure.
Despite her successful transfer, her direct supervisor at the new facility also began to display hostile behavior towards the plaintiff. As a result of this activity, the plaintiff again applied for a transfer to a new facility. However, the plaintiff’s supervisor allegedly sabotaged this attempt, tarnishing the plaintiff’s character to the hiring manager. Some time later the plaintiff was informed by defendant that she had been terminated for poor performance. At the termination of the meeting, the plaintiff explained that her supervisor had been treating her unfairly; however, she was ignored.
Question(s) For Expert Witness
- 1. Please discuss your background in employment law as it relates to discriminatory violations under Title VII.
- 2. Have you ever served as an expert witness on a case similar to the one described above? If so, please explain.
- 3. Please tell us why you’re qualified to serve as an expert reviewer of this case.
Expert Witness Response E-009811
My background in employment law as it relates to discriminatory violations under Title VII is extensive, beginning with a former practice as a labor and employment attorney. Since I stopped practicing, I have mediated well over 100 cases for the EEOC, many involving the same issues presented by this case. Considering my experience in Title VII matters, I feel qualified to serve as an expert reviewer in this matter.