Documenti di Didattica
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JURISDICTION
951 et seq.
PARTIES
Flora Posteraro
Robert Bee
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3235 Hoffman Street
Harrisburg, PA 17110 FACTS
engaged in an industry affecting commerce having four or more employees within the
Commonwealth and is an "employer" as defined under the PHRA and Title VII.
Posteraro's supervisor during the relevant time period, and the General Manager of
ABC27, the Company's television station where Posteraro was employed as a news
Virginia.
A few months later, she was promoted to the weekday anchor role at 6 p.m. and 11
p.m. Following Clarksburg, Posteraro also served as the weekday anchor at 6 p.m. and
11 p.m.
in Johnstown and then Wilkes-Barre. In 1990, she began working as a reporter at WPVI
in Philadelphia, then the fourth largest market in the country. In 1995, Posteraro was
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9. From August 11, 1997 until March 12, 2018, when her employment was
10. Her normal shift was Monday through Friday, 10 a.m. to 6 p.m., and her
duties included, but were not limited to, anchoring the noon and 5 p.m. newscasts,
reporting on special segments (including Focus on Family and Healthy High 5),
writing stories, editing, proofing other reporters' scripts, attending promotional events
for the Station, public appearances, engaging on social media, and mentoring younger
employees.
11. Over her more than 20-year tenure with the Station, Posteraro won
many awards, including Emmys for anchoring and reporting, Associated Press awards
for reporting, and numeröus awards in recognition for her work with the community
and non-profits.
12. In January 2017, the Company completed its acquisition of the Station.
At that time, the Company engaged Bee as the new General Manager.
demanding that the female on-air talent discard their fashionable sleeveless dresses as
"no one wants to look at flabby arms," and by using the Station's funds to purchase
new ties for the male reporters and anchors, while the female anchors and reporters
female employees.
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In June 2017, Bee decided that female anchors who worked evening shifts
would fill in for the morning anchors. While it was not unusual for anchors to
substitute for each other as needed, it was unusual that this policy applied only to the
female anchors, and not the male anchors. As a result, female anchors filling in for the
morning anchors would be required to work a split shift from 4 a.m. to 8 a.m. and, at a
minimum from 2 p.m. to 6 p.m. It was not until Posteraro objected that this change
unfairly burdened and discriminated against the female anchors that Bee added a male
anchor to the substitute rotation. After Bee reluctantly added a male anchor to the
rotation of filling in, Bee praised and thanked that male anchor publicly for his
sacrifice while ignoring the burden he had placed on the female anchors who already
15. On July 15, 2017, the Station's News Director departed. At that time, upon
information and belief, Station management — including Bee — had only discussed
the options of keeping Amanda St. Hilaire in the weekend anchor role and moving the
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p.m. weekday male anchor and reporter Mike Parker to a weekend anchor position. At
that time, upon information and belief, there was no discussion or consideration given
17. By August 2017, Bee had publicly referred to another female anchor as
a "mean bitch," told the at-the-time news director that a female reporter looked like a
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"fat pig" on air, made uncomfoftable racial and sexual comments about the morning
anchors, had described women who did not follow his restrictive dress code as "street
walkers," and said those who defied his dress code "would pay" for challenging him.
Upon information and belief, Bee had shown a similar pattern of behavior at the
18. Posteraro repeatedly and respectfully stood up to Bee and opposed his
near daily disrespectful and disparaging treatment of women. When another female
anchor, Amanda St. Hilaire, began speaking up to Bee and refusing to allow his
behavior to continue unchallenged, Bee asked St. Hilaire if Posteraro "put her up to it."
discrimination against women and the hostile work environment said discrimination
created.
20. The new News Director commenced work around August 8, 2017.
22. Upon information and belief, Bee knew that Posteraro participated in
stated that he was not aware of any anchor changes and there were no plans for anchor
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24. In October 2017, the Station hosted three focus groups.
25. Upon information and belief, the Station conducted its own focus
groups, rather than following the industry standard of hiring an independent research
firm.
Further, it is believed and therefore averred that the focus group clips were selectively
picked to a predetermined outcome. Further, the focus groups did not utilize clips
of all of the anchors. The clips did not include the weekend anchors, or the morning
anchors. Rather, the focus groups saw a clip of a newscast with the 6 p.m. anchor
team, and individual clips of Posteraro, her co-anchor, and Mike Parker.
26. In November 2017, Posteraro approached the News Director about the
status of her contract renegotiation, as her contract was set to expire on December 24,
2017.
27. The News Director confirmed that her contract would be renewed. He
advised that he would reach out to Bee and get back to Posteraro. When Posteraro
followed up several times over the following weeks, the News Director informed her
that he was waiting to hear from Bee. The News Director eventually advised Posteraro
that the contract was tied up with the Station's budget, which was not finalized, and
that the Station would be in touch after the holidays to begin negotiations. He further
indicated that he preferred "not to do business this way" but that his "hands were tied."
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28. In prior years, Posteraro's contracts were negotiated months in advance
of the expiration and they had never been held up with the excuse that they were tied
to a budget.
29. Despite the absence of the contract, Posteraro continued to anchor the
30. On January 31, 2018, the News Director informed Posteraro that
although the Station was offering her a two-year contract at the same rate of pay,
starting in March (i.e. after the February ratings period which determines the amount
the Station charges advertisers for commercials) she would no longer be anchoring the
noon or 5 p.m.
weekday newscasts, but rather would be a Weekend Anchor, with reporting duties
31. When pressed, the News Director admitted to Posteraro that the change
32. Upon information and belief, the Station and Bee had no plan to move
Posteraro to the Weekend Anchor position until after Posteraro challenged Bee's
33. In a February 2, 2018 meeting between Posteraro and Bee, Bee agreed
that Posteraro's performance was exceptional. Posteraro questioned whether she was
being discriminated against. In that meeting, and on several prior occasions in private
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34. On February 5, 2018, Posteraro filed a complaint with Human
Resources claiming that the demotion was retaliation for her objection to Bee's
Company concluded that there was no retaliation. Among other matters, the Company
failed to speak with individuals who had evidence supporting Posteraro's claims.
36. On February 26, 2018 — after she expressed concerns about retaliation
for reporting discriminatory conduct — Posteraro was informed that her demotion
would not be to daytime reporting, as she was initially informed, but rather night side
37. Posteraro informed the Station that she was not quitting, and that she
was willing to continue working in her current role as noon and 5 p.m. anchor, and that
she believed the offered demotion (including the night side assignment) was
retaliation.
38. On Monday March 12, 2018 the Station advised she no longer worked
39. Posteraro did not resign; rather she was terminated, or in the alternative,
constructively discharged.
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41. Posteraro received no fewer than four different and conflicting
42. The first explanation (from the News Director and Bee) provided in or
around January 31, 2018 and February 2, 2018 was that the move had nothing to do
with her performance (which was acknowledged to be exceptional), and that the
Station wanted Posteraro in the weekend anchor position to "win" the weekends.
43. The next explanation came on February 21, 2018, from a corporate
manager. She claimed that the Station was moving Posteraro to a weekend anchor
position because there were too many anchors during the week and ratings were
eroding. The same manager told Posteraro that the decision to move her was made
before the October focus groups. She further stated that the focus groups merely
44. The third explanation on February 23, 2018 came from corporate human
resources representative, who claimed that the decision was made based on a ten-
minute meeting in April 2017 between a corporate representative, Posteraro and her
representative had, on this one, off-air meeting, observed no chemistry and no rapport
between Posteraro and her co-anchor, and that the focus group re-affirmed the
observations. The focus group comments provided to Posteraro did not, in fact address
such alleged observations. Moreover, out of the 60 focus group participants, the
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45. The fourth reason given to Posteraro on February 26, 2018 by a
corporate manager was that the Company managers "knew they had to move one
weekday anchor to the weekends," but the focus groups changed that decision and led
them to believe they "had to move two weekday anchors to the weekend." This
explanation contradicts the Company's prior statements that the focus groups
46. The inconsistent and changing explanations belie that the real reason for
the demotion was in retaliation for Posteraro's complaints about Bee's treatment of
women.
47. Posteraro has satisfied any and all conditions precedent to her right to
Count 1
Discrimination on the Basis of Sex Under the PHRA
(Complainant v. the Company)
permitting a hostile work environment which discriminated against Posteraro and other
female employees with respect to the terms, conditions, and privileges of her
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51. The discrimination was sufficiently severe or pervasive to alter the
terms and conditions of her employment, as described more fully above. Male co-
52. As set forth more fully above, this conduct constitutes unlawful
Act,
discrimination.
all appropriate remedies under 9 of the PHRA, including back pay, front pay and/or
interest.
Count 2
Retaliation Under the PHRA
(Complainant v. the Company)
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57. After Posteraro complained of the discriminatory working conditions,
the Company retaliated against her by demoting her and terminating her employment
retaliation in violation of the Pennsylvania Human Relations Act, 43 P.S. 951 et seq.
retaliation.
all appropriate remedies under 9 of the PHRA, including back pay, front pay and/or
interest.
Count 3
Discrimination and Retaliation Under the PHRA
(Complainant v. Bee)
62. At all relevant times, Bee contributed directly to the hostile work
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Posteraro's demotion and termination.
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WHEREFORE, Flora Posteraro prays that the Company be required to provide
all appropriate remedies under Title VIl, including back pay, front pay and/or
Count 5
Retaliation Under Title Vll
(Complainant v. Company)
74. Posteraro is a member of a protected class under Title VIl of the Civil
Rights Act of 1964, as amended, 42 U.S.C. SS 2000 el seq. ("Title V Il"), as she is a
female.
the Company retaliated against her by demoting her and terminating her employment
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retaliation.
WHEREFORE, Flora Posteraro prays that the Company be required to provide
all appropriate remedies under Title VIl, including back pay, front pay and/or
DUAL FILING
This charge has been dual filed with the U.S. Equal Employment Opportunity
Commission asserting all claims under Title VIl, 42 U.S.C. 2000 et seq.
CURL
Date: By:
Charles V. Curley 1100 E. Hector Street
Suite 425
Conshohocken PA 19428
610 834 8819
610 834 8813 (fax)
Attorneys for Complainant
VERIFICATION
I hereby verify that the statements contained in this complaint are tn.le and correct to the best
of my knowledge, information, and belief. I understand thm hlse statements herein are made subject
Flora Posteraro
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Date.. 3
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