Rabidue v. Osceola Refining Co. Case Review

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Rabidue v. Osceola Refining Co. Case Review Angela Alvarez Kaplan University Employment Labor & Law GB541 Professor Steven Cates February 11, 2012 Rabidue v. Osceola Refining Co. Case Review Introduction In the case of Rabidue v. Osceola Refining Co. Rabidue, a female employee, filed gender discrimination and sexual harassment in violation of Title VII of the Civil Rights Act of 1964, after she had been terminated from Osceola Refining Company. Rabidue had been promoted within the company to the credit and officer manager after being employed there for several years. Rabidue had become the first female to hold this position within the company. With this promotion came several challenges. One of her biggest challenges was working with Douglas Henry, who was the company’s key punch and computer sections supervisor (Bennett-Alexander & Hartman, 2009). Rabidue and other female colleagues were exposed to Henry’s vulgarity, hateful comments towards women, and obscene posters demoralizing women. Upper management had been informed of it, but had only given Henry friendly advice to curb the behavior, which had not been effective. Rabidue was also faced with challenges of not being able to perform her duties or receive the same courtesies and benefits as the other managers such as: free lunches, free gasoline, a telephone credit card or entertainment privileges (Bennett-Alexander & Hartman, 2009). She was unable to take clients to lunch because of how it would be perceived. A woman taking a man to lunch that may be married, would look unfavorable for the company. With all of these challenges, Rabidue began to have problems in the workplace and was perceived as having a negative attitude and being a troublesome employee with coworkers and customers. When the courts heard Rabidue’s case they dismissed it stating that there was no evidence that Henry’s antics

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