In one week, Johnson & Bell Shareholder, Genevieve M. LeFevour, received dismissal of multiple charges against her clients in front of the Equal Employment Opportunity Commission (EEOC) and the Illinois Department of Human Rights (IDHR). The multiple charges involved allegations of sexual harassment, retaliation, age discrimination and discrimination based on race and mental disability. In the first charge, a female complainant alleged sexual harassment and retaliation claims against their client, a private security company, alleging violations of Title VII of the Civil Rights Act. The EEOC dismissed the charge for lack of evidence indicating it agreed with LeFevour that an employer cannot be held liable under Title VII without knowledge of the alleged harassment.
In another matter before the EEOC, a male employee of a manufacturing client claimed that he was terminated based on his age, specifically that he was above the age of 40, in violation of the Age Discrimination in Employment Act. In actuality, the employee was terminated for repeated tardiness, as well as violating other company policies. Additionally, the company employed a total of less than 15 employees, thus it was not subject to the jurisdiction of the EEOC. Based on the lack of jurisdiction and the complainant’s on-the-job conduct as evidenced in LeFevour's position statement, the EEOC agreed and dismissed the claim.
Lastly, in front of the IDHR, LeFevour secured dismissal of a complainant’s charge which alleged discrimination based on race and a perceived mental disability in violation of Title VII of the Civil Rights Act. The client, a private security firm, had terminated the complainant for unprofessional and insubordinate behavior after sexually harassing other employees. The IDHR dismissed the case for lack of substantial evidence after reading the position statement provided by LeFevour and after she defended the client at a hearing before an IDHR investigator.