Then you should talk to your family's lawyer.
When you work in close proximity to other employees, as is very often the case in food service, you will at times lean across people, brush against people, and otherwise inadvertently touch people. It is very possible that your co-worker was inadvertently brushing against you and the rest existed only in your head.Quoting UniformNovember
You have given us no indication that she expressed any interest in you, whatsoever, beyond trying to reach past a co-worker to do her job. You have given us no indication that you ever spoke to her about your concerns. You have given us no indication that you ever approached her supervisor to complain that you felt that she was deliberately brushing against you.
You seem to be stating that the very first time you brought this issue to anybody's attention, it was in the form of a tactless accusation about what she was doing with her "boobs", and it seems likely that you made the accusation in the presence of customers. Is that in fact what happened?
Or not. But we're not in a position to review their complaints.Quoting UniformNovember
Why did you believe it to be your job to tell other employees that you could see their butt cracks and that you wanted them to wear different pants to work?Quoting UniformNovember
At this point we have no evidence -- none -- that the OP even once complained about the supposed sexual harassment. A company does not have a duty to stop sexual harassment until it knows that it has occurred. Even after the incident that led to termination it is not clear that the OP actually made an accusation of sexual harassment. And that's before we get back to the problem that, at this point, it's not even clear that sexual harassment occurred, or the complication that the OP has an admitted history of making inappropriate comments to co-workers.
Yoga pants. There's nothing about yoga pants that is "overly sexual", and they do not by their nature "reveal too much".
Apparently he got uptight that he would occasionally catch a glimpse of a co-worker's 'coin slot', something that can actually happen with any type of pants (as anybody who has hired a plumber probably already knows), and decided to take it on himself to tell his co-workers what they should be wearing rather than speaking to a supervisor.
If he was uncomfortable, he should have gone through channels.
Here's the problem: We have one incident of contact, which may have passed below the woman's radar, where the OP responded inappropriately. There was no prior report of any kind made to management. We have a prior incident of the employee making inappropriate comments to female employees about their yoga pants. We have a pattern of touching that, even if the OP believes could only be interpreted as non-sexual, may have come across differently to the women he touched -- just as the 'brushing' incident did to him. All of this within the span of six weeks of employment.Quoting Taxing Matters
While there is a small possibility that a franchisee is not going to be following the practices and standards dictated by the franchisor, a corporation that has been around as long as Dairy Queen will have instituted standard reporting procedures for sexual harassment claims. As a general rule an employer is not liable for co-employee sexual harassment when a mechanism to report harassment exists but the victim fails to utilize it.
With no witnesses to any inappropriate conduct by the woman he's accusing, no prior report made against her (and quite possibly no subsequent report), her insisting that any contact was inadvertent, his making an accusation against her in inappropriate terms and likely in an inappropriate context, his own prior history, and management's reasonably regarding a single, slight contact between employees in a food service setting to be non-sexual in nature, an after-the-fact accusation of sexual harassment does not have much credibility. Even if we assume that there was no mechanism in place for reporting allegations of sexual harassment, if the first time he made (or makes) an accusation of sexual harassment is after termination, it's all the weaker -- it's going to be hard to claim retaliation over an accusation that was not made prior to termination.
Take a look at what the OP has written and ask yourself, how do you think he would have reacted had a co-worker told him that his pants were too tight or that they saw his butt crack and that he needed to wear different pants to work? If the women did wear different pants when he was on shift, there's a good chance that it was because he creeped them out.Quoting Taxing Matters
But whether or not his co-workers took offense, it's not his job to propose or enforce a dress code. When an employee has a problem with how his co-workers dress, he should take his complaint to management, and when you have two incidents of making inappropriate comments within a span of six weeks that's a pattern.
By all means, he can talk to the family lawyer about his situation, but based on the facts he's shared so far I expect that he's going to be told to move on with his life.

