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This Memorandum Opinion addresses claims of sexual harassment and retaliatory discharge brought by sisters Beverly Ross and Sheila Stoudenmire against their employer, Double Diamond, Inc., and manager Larry Womack, under Title VII of the Civil Rights Act of 1964. The Court found that Plaintiff Ross was subjected to a severe and pervasive hostile work environment, detailing numerous unwelcome sexual advances, physical touching, and humiliating incidents by Womack and other salesmen. While Plaintiff Stoudenmire's hostile work environment claim was denied, the Court determined that both plaintiffs were victims of retaliatory discharge after complaining about the harassment. Consequently, the Court awarded Ross and Stoudenmire back pay, ordered Double Diamond, Inc. to implement a comprehensive anti-discrimination system, and granted attorneys' fees to the plaintiffs, affirming employer liability for Womack's supervisory actions.
Ross v. Double Diamond, Inc. is a workers' compensation case decided in District Court, N.D. Texas. This case addresses legal issues related to compensation claims, benefits, and court rulings.
It is commonly referenced in legal research involving workers' compensation laws in District Court, N.D. Texas.
Full Decision Text1 Pages
This Memorandum Opinion addresses claims of sexual harassment and retaliatory discharge brought by sisters Beverly Ross and Sheila Stoudenmire against their employer, Double Diamond, Inc., and manager Larry Womack, under Title VII of the Civil Rights Act of 1964. The Court found that Plaintiff Ross was subjected to a severe and pervasive hostile work environment, detailing numerous unwelcome sexual advances, physical touching, and humiliating incidents by Womack and other salesmen. While Plaintiff Stoudenmire's hostile work environment claim was denied, the Court determined that both plaintiffs were victims of retaliatory discharge after complaining about the harassment. Consequently, the Court awarded Ross and Stoudenmire back pay, ordered Double Diamond, Inc. to implement a comprehensive anti-discrimination system, and granted attorneys' fees to the plaintiffs, affirming employer liability for Womack's supervisory actions.
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