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28/11/2017
Belfast Woman Wins £35k In Sexual Harassment Case
A woman has reached a settlement of £35,000 over a sexual harassment case against her employer Telefonica UK, which runs an O2 shop in Belfast.
Natasha McCullough's case was supported by the Northern Ireland Equality Commission.
Ms McCullough worked as a sales advisor in an O2 Store and in the proceedings she alleged that she endured sexual harassment by her line manager from January 2016 to August 2016, which caused her great distress.
It was also claimed that Ms McCullough's complaint was not properly handled. She went on sick leave and has since resigned.
In settling the case, Telefonica UK Ltd apologised to Ms McCullough for any injury to feelings, distress and upset caused by reason of the matters giving rise to her claims. The company affirmed its commitment to equality of opportunity and undertook to liaise with the Equality Commission within three months to review its equal opportunities policies, practices and procedures to ensure they are fully compliant with national and European equality law and will implement any reasonable recommendations the Commission may make. It agreed to provide equality training to all staff including managers, to include their obligations and responsibilities under the Sex Discrimination Order 1976.
Ms McCullough said: "This entire episode ended up being a serious source of stress for me.
"I had a lot of painful and unsightly physical symptoms of stress, breathing difficulties and, eventually, panic attacks and I felt frightened, powerless and vulnerable. I felt that I was being isolated because I had complained about the behaviour."
Dr Evelyn Collins CBE, Chief Executive of the Equality Commission, said: "The company has agreed in the settlement to meet with the Equality Commission and review its equal opportunities policies, practices and procedures and to implement any reasonable recommendations the Commission may make.
"It is an important outcome of the resolution of cases like these that lessons are learned. Every employer should have effective policies in place, not just to deal with such situations when they arise, but to ensure that they have taken all reasonable steps to prevent them occurring in the first place."
(CD)
Natasha McCullough's case was supported by the Northern Ireland Equality Commission.
Ms McCullough worked as a sales advisor in an O2 Store and in the proceedings she alleged that she endured sexual harassment by her line manager from January 2016 to August 2016, which caused her great distress.
It was also claimed that Ms McCullough's complaint was not properly handled. She went on sick leave and has since resigned.
In settling the case, Telefonica UK Ltd apologised to Ms McCullough for any injury to feelings, distress and upset caused by reason of the matters giving rise to her claims. The company affirmed its commitment to equality of opportunity and undertook to liaise with the Equality Commission within three months to review its equal opportunities policies, practices and procedures to ensure they are fully compliant with national and European equality law and will implement any reasonable recommendations the Commission may make. It agreed to provide equality training to all staff including managers, to include their obligations and responsibilities under the Sex Discrimination Order 1976.
Ms McCullough said: "This entire episode ended up being a serious source of stress for me.
"I had a lot of painful and unsightly physical symptoms of stress, breathing difficulties and, eventually, panic attacks and I felt frightened, powerless and vulnerable. I felt that I was being isolated because I had complained about the behaviour."
Dr Evelyn Collins CBE, Chief Executive of the Equality Commission, said: "The company has agreed in the settlement to meet with the Equality Commission and review its equal opportunities policies, practices and procedures and to implement any reasonable recommendations the Commission may make.
"It is an important outcome of the resolution of cases like these that lessons are learned. Every employer should have effective policies in place, not just to deal with such situations when they arise, but to ensure that they have taken all reasonable steps to prevent them occurring in the first place."
(CD)
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