Vicky Crawford, a 30-year, Metro schools district employee, reported a colleague for sexual harassment in the workplace. But it wasn't the person Crawford reported for the acts of workplace harassment that the school district took action against. Instead, Crawford found herself a victim of retaliation by her school district.
The story began back in 2002. Crawford was contacted by school officials who were looking into charges of sexual misconduct against a fellow employee, the district's Employee Relations Coordinator.
The district's Human Resources Officer asked Crawford to cooperate in the investigation, assuring her she would be protected from retaliation. Crawford, feeling protected from actions being taken against her, told investigators of specific instances of the alleged harasser's very crude behavior.
Two other female employees also made statements to investigators. All three of them were later terminated for supposedly unrelated reasons.
Coincidentally, on the same day that the investigators report on the claims was submitted, a letter was also sent to the Metro Nashville's internal audit department of concerns expressing concerns with the operation of Crawford's payroll department.
Crawford was placed on administrative leave two months later, and was terminated two months after her leave began. The district reportedly terminated Crawford for poor performance.
Since 2003, she has not been able to find employment.
Her case has been in the courts for the past six years, but has finally reached resolution after the U.S. Supreme Court ruled that whistleblower protections apply not just to individuals who file formal complaints with the Equal Employment Opportunity Commission, but also to employees who cooperate with investigations without filing their own claims. Crawford, who has lost her home and car was rewarded with $1.5 million in compensatory damages, back pay, and future lost wages. The court decided the school district had fired her not based on poor performance as they claimed, but for reasons of retaliation.
When was the last time your school trained administrators on its hiring and terminating policies? ISM's HR services and resources can help to reduce your school's risks of HR-related lawsuits. For more information about available HR services, you can contact Helen Foster at 302-656-4944.
The Human Resources Life Cycle: Safe and Effective Faculty Recruitment, Retention, and Dismissal Practices
Sample Employee Handbook: Policies for Private-Independent Schools
