Magazine article Security Management

Sexual Discrimination

Magazine article Security Management

Sexual Discrimination

Article excerpt

According to the United States Court of Appeals for the Fourth Circuit, a complaint of sexual discrimination may exceed deadlines set by the Equal Employment Opportunity Commission (EEOC). If the claim was not filed because of fraudulent information supplied by the defendant, the plaintiff may still bring suit despite the untimeliness of the claim.

Plaintiff Katherine Weick was employed as acting director of security for the Naval Sea Systems Command, a department of the U. S. Navy. When the position wa made permanent, Weick applied. Though an independent panel ranked her as the to choice for the position, the job was given to a man who was ranked third.

Three weeks later, Weick contacted the agency EEO office claiming intentional discrimination on the basis of sex. She also voiced suspicions that the selecting official had deliberately discredited her by obtaining false information about her job performance.

Shortly after filing her claim, Weick met with the selecting official and asked him whether he had directed the agency EEO officer to compile erroneous information about her. He denied such activities and praised her job performance. He cited a new emphasis on physical security as the reason for choosing the other candidate. …

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