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Shareholder seeks information on sexual harassment at company

On Behalf of | Jun 16, 2020 | Blog, Sexual Harassment

Employers in Indiana and throughout the United States might be confronted with allegations of sexual harassment. Addressing these issues is paramount not just for worker morale but for the health of the business. In some cases, larger companies have problems with shareholders for failing to adequately investigate sexual harassment.

The corporate parent of Victoria’s Secret, L Brands, is facing this situation. One shareholder filed a lawsuit seeking company records. He asserts that there has been an ongoing culture involving sexual harassment and other employment violations. News reports of how the company treated its models and employees sparked the records request. According to the lawsuit, the company has yet to provide the information despite repeated messages. The goal is to create reform at the company to fix its culture. The shareholder owns approximately 216 shares.

Victoria’s Secret has been struggling for a variety of reasons including changing consumer tastes and legal concerns related to its former CEO’s personal relationships with people alleged to have been involved with criminal activity. The current health concerns have also damaged its sales. For the first quarter of 2020, there was a 37% net reduction in sales when compared to 2019. More than 200 stores are set to be closed, and company shares have dropped by more than one-quarter in the past 12 months. After the February records request did not yield the desired result, the shareholder moved forward with a lawsuit.

Workers who are confronted with sexual harassment on the job have the right to lodge a complaint to put a stop to it. This happens more frequently than reported because many employees do not believe complaining will stop the behavior, they fear retaliation or they are unaware of their options outside the workplace. When employers are reluctant to provide information about these cases, outright stonewall and do not help their employees, aggrieved workers should understand their rights. A legal filing might be a wise course of action. Contacting legal professionals with experience in pursuing compensation for sexual harassment may be beneficial to achieving a positive result.


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