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VOUDRIS LAW BLOG

Jokes About Rape May Create a Sexually Hostile Work Environment

8/22/2022

 
The United States Equal Employment Opportunity Commission filed a lawsuit against an airline, which it alleges subjected one of its female employees to a sexually hostile work environment and then retaliated against her after she complained.  The EEOC's lawsuit claims that company created an environment in which sexually explicit conversations occurred regularly.  Male employees also suggested that she perform demeaning sexual acts, and they made repeated jokes about rape.  After the employee complained about this hostile work environment, the airline retaliated against her by putting her on an indefinite leave, which lasted months before she finally resigned, seeing no option to return to work.  This alleged conduct is a violation of Title VII of the Civil Rights Act of 1964, which prohibits sexual harassment and retaliation for complaints of sexual harassment.  See Equal Employment Opportunity Commission v. SkyWest Airlines, Inc., No. 3:22-cv-1807 (N.D. Tex.).

Cutting Hours for Complaints of Sexual Harassment Is Retaliation

3/31/2022

 
The U.S. Equal Employment Opportunity Commission recently settled a lawsuit against Long John Silver's after it alleged that the restaurant subjected a teenage employee to sexual harassment and retaliation for her complaints of sexual harassment.  The lawsuit claimed that two adult male managers sexually harassed a female teenage employee by making numerous sexual comments, propositioning her for sex, making unwanted physical touching with her, and sending sexually explicit and inappropriate text messages.  The teenage employee complained about the sexual harassment, but Long John Silver's did not investigate and then cut her hours.  This alleged conduct is a violation of Title VII of the Civil Rights Act of 1964, which prohibits sexual harassment as well as retaliation against employees who make complaints about sexual harassment.  See EEOC v. LJS Opco Two, LLC d/b/a Long John Silver’s Store #70250, No. 3:21-cv-00717 (C.D. Ill.).

EEOC Settles Sexual Harassment Lawsuit against Walmart

6/21/2021

 
The EEOC recently settled a lawsuit alleging that one of Walmart’s male employees subjected a female employee to sexually inappropriate and unwanted vulgar comments, advances, and touching .  The EEOC further alleged that Walmart had known of this conduct for years through written complaints.  The lawsuit claimed that the male employee commented on female coworkers’ breasts and buttocks, that he told one female co-worker that he couldn’t wait to see her in thong underwear, that he made repeated invites to “hang out” alone with female co-workers despite repeated rejections, and that he stated he wanted to have sex with certain female co-workers who had told him they were not interested.  On one occasion, one of the victims of the harassment reported the conduct and was advised that she should “stand up for herself” and put her “big girl panties on.”  This alleged conduct is a violation of Title VII of the Civil Rights Act of 1964, which prohibits sexual harassment.  See EEOC v. Wal-Mart Stores East, LP, No. 6:19-cv-06718 (W.D.N.Y.).

Managers Prohibited from Sexually Harassing Employees

6/21/2021

 
The EEOC recently sued a Sonic restaurant franchise for sexual harassment, alleging that one of the franchise’s co-managers made inappropriate sexual comments to at least three separate teenage female “carhops.”  The manager also allegedly propositioned these women and subjected them to inappropriate and unwanted physical touching.  Despite reports of this sexual harassment, Sonic took no action to prevent or mitigate the harassment.  Instead, the manager was given a promotion.  This alleged conduct is a violation of Title VII of the Civil Rights Act of 1964, which prohibits sex discrimination and sexual harassment.  See EEOC v. SDI of Mineola, L.L.C., No. 6:21-CV-00226 (E.D. Tex.).

Sexual Harassment of Employees is Illegal

2/22/2021

 
The EEOC recently settled a lawsuit in which it alleged that a male manager had targeted young female employees around the ages of 15-to-20 and subjected them to sexual harassment.  The EEOC’s lawsuit claimed that the manager made sexual comments to these women and that he inappropriately touched and groped some of them.  The EEOC further alleged that he asked one of the restaurant’s 15 year old employees to text him nude pictures of herself.  This event led to the arrest of the manager by the local police.  Despite the accusation, arrest, and indeed a guilty plea for misdemeanor harassment, the restaurant allowed the manager to return to work and did not stop the inappropriate behavior.  The EEOC’s Complaint asserted that New China terminated the employment of at least one female employee in retaliation for her complaints of sexual harassment by this manager.  This alleged conduct violates Title VII of the Civil Rights Act of 1964, which prohibits sexual harassment as well as retaliation for complaints of sexual harassment.  See EEOC v. New China, Inc., No. 1:20-cv-00277 (D. Or.).

Firing Employee for Complaining about Sexual Harassment is Illegal

1/18/2021

 
The U.S. Equal Employment Opportunity Commission recently settled a lawsuit against a security services firm in which the EEOC had claimed that the company had subjected female employees to sexual harassment and at least one employee to retaliation as well.  The EEOC’s lawsuit alleged that one of the company’s site managers had subjected a female security guard to unwanted touching, inappropriate and lewd sexual comments, and that he had cornered this guard in an elevator and kissed her without consent.  The guard complained to management.  Instead of addressing the manager’s inappropriate and illegal behavior, the company fired the guard in retaliation for her complaints.  The EEOC further alleged that this manager had also sexually harassed a class of female employees at the company with similar behavior including sexual advances, inappropriate sexual comments, requests for explicit pictures, and an attempt to kiss another employee.  Other managers saw this harassment, but the company did nothing to stop it.  This alleged conduct is a violation of Title VII of the Civil Rights Act of 1964, which prohibits discrimination and harassment on the basis of sex, as well as complaints about such discrimination and harassment.  See EEOC v. MVM, Inc., No. 1:17-cv-02881 (D. Md.). 

EEOC Settles Sexual Harassment Lawsuit

1/11/2021

 
The U.S. Equal Employment Opportunity Commission recently settled a sexual harassment lawsuit against  Nature’s Medicines.  The EEOC’s lawsuit alleged that one of the General Managers  subjected multiple employees to a hostile work environment.  The lawsuit further claimed that the harassment involved unwelcome touching and offensive sexual comments to the staff and offensive sexual comments to and about customers.  On at least one occasion, the GM showed an employee a nude picture on his phone.  Multiple employees complained about this behavior.  This alleged conduct is a violation of Title VII of the Civil Rights Act of 1964, which prohibits sex discrimination and sexual harassment.  See EEOC v. AMMA Investment Group, LLC, No. 1:20-cv-02786 (D. Md.).

EEOC Settles Sexual Harassment Claim Against Restaurant

9/12/2020

 
The U.S. Equal Employment Opportunity Commission recently settled a sexual harassment lawsuit against a Korean restaurant chain.  The EEOC had filed a lawsuit against the restaurant claiming that the owner and chef subjected one of his female employees to sexual harassment and that he had offered her money in exchange for sex.  The EEOC further alleged that the harassment eventually rose to sexual assault and forced the employee to resign.  This alleged conduct is a violation of Title VII of the Civil Rights Act of 1964, which prohibits sexual harassment.  See EEOC v. 3501 Seoul, LLC, No. 1:20-cv-00277 (S.D. Ohio).

Asking for Naked Pictures is a Form Of Sexual Harassment

8/17/2020

 
The U.S. Equal Employment Opportunity Commission recently settled a lawsuit against a franchise that operates seven McDonald’s restaurants.  The lawsuit alleged that the company subjected a teenage employee to sexual harassment.  The EEOC’s lawsuit asserted that one of the company’s managers sexually harassed a 16 year old employee.  The EEOC claimed that the teenage employee endured sexual comments, sexual requests, and that a supervisor offered her money in exchange for naked pictures of herself.  The Complaint further alleged that the harassment eventually reached a point where the supervisor sexually assaulted the employee.  The alleged conduct is a violation of Title VII of the Civil Rights Act of 1964.  See EEOC v. Par Ventures, Inc. d/b/a McDonald’s, No. 5:19-cv-00341 (E.D.N.C.).

EEOC Files Sexual Harassment Lawsuit

4/13/2020

 
The EEOC filed a lawsuit against three Ohio restaurants with the same owner.  The EEOC claims that the owner and chef of the restaurants subjected a female waitress to unwelcome, offensive, and repeated sexual comments and advances to the waitress that became so severe it eventually led to her being forced to resign her job.  The owner allegedly offered money in exchange for sex and sexually assaulted the waitress, and these actions reached a level that forced the waitress to resign from her job.  These alleged actions violate Title VII of the Civil Rights Act of 1964.  Title VII prohibits sexual harassment and sexual discrimination, including propositioning an employee for sex in exchange for money or promotions.  See EEOC v. 3501 Seoul, LLC, SushiNati, LLC, Korea House, LLC, No.1:20-cv-00277 (S.D. Ohio).

Sexual Harassment is Illegal

3/13/2020

 
The U.S. Equal Employment Opportunity Commission recently filed a lawsuit against Ceviche House, in which the EEOC claimed that the company subjected a female server to sexual harassment, retaliated against her, and then forced her to resign.  The EEOC’s lawsuit claims that one of the company’s owners would regularly discuss sex at work, refer to female employees as whores, display nude pictures of women, and talk about female genitalia.  One of the company’s female servers complained about this behavior, but the restaurant did nothing to stop it.  Indeed, the EEOC further alleged that the owner actually retaliated by ramping up the inappropriate and harassing behavior, which forced the server to resign.  This alleged conduct is a violation of Title VII of the Civil Rights Act of 1964 which prohibits sex discrimination and sexual harassment.  See EEOC vs. Limeños Corp., 3:20-cv-01143 (D.P.R.).

Sexual Harassment Illegal

3/9/2020

 
The U.S. Equal Employment Opportunity Commission recently announced that it has filed a lawsuit against a Harley Davidson dealership that allegedly subjected one of its female employees to a hostile work environment and then retaliated against her after she complained about the hostile work environment.  The EEOC’s Complaint alleges that a business manager faced constant sexual harassment from her co-workers and from other managers at the company.  The harassment, for example, included comments about her body, requests that she wear revealing clothing, unwelcome sexual propositions, and messages that included explicit sexual images and videos.  The Complaint further claims that this manager complained about the harassment and that the company responded by terminating her employment.  Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating or harassing employees because of their sex, and it further prohibits employers from retaliating against employees after they complain about sexual harassment.  See EEOC v. DP Fox Ventures, LLC, No. 1:20-cv-1436 (N.D. Ill.).

Terminating an Employee for Complaining About Discrimination is Illegal

2/17/2020

 
The U.S. Equal Employment Opportunity Commission settled a case against Hat World, Inc. after the EEOC filed a lawsuit alleging that Hat World had discriminated against one of its store managers because she complained and filed an EEOC Charge regarding sexual harassment.  The EEOC’s lawsuit claimed that the store manager had made written complains to Hat World’s corporate HR department regarding sexual harassment.  In particular, this store manager claimed that her district manager was sexually harassing her.  In addition to these written complaints, the employee also filed an EEOC Charge of Discrimination.  Shortly after this, Hat World terminated her employment.  The alleged conduct is a violation of Title VII of the Civil Rights Act of 1964, which prohibits employers from retaliating for complaints of sexual harassment.  See EEOC v. Hat World, Inc. d/b/a Lids, No. 2:19-cv-00314 (E.D. Va.).    

Firing an Employee for Complaining About Sexual Harassment is Illegal Retaliation

2/2/2020

 
The U.S. Equal Employment Opportunity Commission recently announced that it settled a lawsuit against a Zaxby’s Restaurant franchise in which the EEOC alleged that a female cashier employee was sexually harassed by making inappropriate sexual comments and almost daily requests for sex.  The cashier complained to one of the restaurants owners, and the company responded by firing her mere days later in retaliation for this complaint.  This alleged conduct is a violation of Title VII of the Civil Rights Act of 1964 which prohibits both sexual harassment and retaliation for complaints of sexual harassment.  See EEOC v. BCD Restaurants, LLC d/b/a Zaxby's, No. 1:19-cv-00903 (M.D.N.C.).

Employers Can’t Reduce the Working Hours Of Employees Who Don’t Want to be Groped at Work

1/27/2020

 
The EEOC recently reported that an IHOP franchise agreed to settle a sexual harassment lawsuit.  The EEOC’s lawsuit alleged that the franchise’s owner has sexually harassed female employees by groping them, stalking them and making inappropriate sexual comments to them.  Female employees who rejected the inappropriate sexual advances allegedly had negative changes made to their schedules.  The alleged conduct is a violation of Title VII of the Civil Rights Act of 1964.  See EEOC v. Swami Pancake, LLC, No. 0:19-cv-60714 (S.D. Fla.).    

Management Cannot Ignore Sexual Harassment Complaints

7/29/2019

 
Piggly Wiggly recently agreed to pay $50,000 to settle a sexual harassment and discrimination lawsuit filed by the EEOC.  The EEOC’s lawsuit claimed that a male employee at the grocery store made inappropriate and lewd sexual comments and advances to two other female employees.  The victims of the sexual harassment made multiple reports of harassment to their manager, but the manager laughed at the complaints and did nothing to stop the sexual harassment.  The EEOC further claimed that Piggly Wiggly retaliated by cutting the hours of one of the victims and then later firing both victims.  Such alleged conduct is a violation of Title VII of the Civil Rights Act of 1964, which prohibits sexual harassment and retaliation for complaints of sexual harassment.  See EEOC v. Rockdale Grocery, Inc., No. 1:18-cv-03778 (N.D. Ga.).

Illegal to Fire Someone Because She Complained About Sexual Harassment

6/3/2019

 
Lakeshore Sport and Fitness has agreed to pay $45,000 to settle a lawsuit that the EEOC brought alleging sexual harassment and retaliation.  The EEOC’s lawsuit claims that one of Lakeshore’s employees was sexually harassed by a co-worker at the fitness club’s restaurant.  The lawsuit further alleges that she complained about the sexual harassment, but the club ignored her complaints and then fired her for making these complaints.  The allegations of this first employee who complained of sexual harassment were supported by two other female employees who claimed that they too suffered sexual harassment from the same individual.  Such alleged conduct is a violation of Title VII of the Civil Rights Act of 1964, which prohibits sexual harassment in the workplace and retaliation for complaints of such sexual harassment.  See EEOC v. LHC Operating LLC d/b/a Lakeshore Sport and Fitness, No. 1:17-cv-06803 (N.D. Ill.).

Retaliation for Reporting Sexual Harassment Is Illegal

2/8/2019

 
The U.S. Equal Employment Opportunity Commission settled a case against Flash Market, Inc., a company that operates convenience store gas stations.  The EEOC’s lawsuit alleged that Flash Market subject an employee to sexual harassment and then retaliated against the employee after she complained.  The lawsuit claimed that one of the company’s female cashiers had been propositioned by the area manager for sex, and that the area manager made inappropriate sexual comments and inappropriately touched the employee on multiple occasions.  The cashier complained to a store manager.  However, the store manager informed the cashier that she could not help because the area manager had also sexually harassed the store manager.  The cashier filed a charge of discrimination with the EEOC, but the area manager fired her after she filed this charge.  The alleged conduct is a violation of Title VII of the Civil Rights Act of 1964.  Sexual harassment and retaliation for complaints of sexual harassment are prohibited by this Act.  See EEOC v. Flash Market, Inc., No. 2:17-cv-02717 (W.D. Tenn.).

Retaliation is Illegal

10/30/2018

 
The U.S. Equal Employment Opportunity Commission settled a lawsuit in which it alleged that Rosebud Restaurants subjected two female employees to sexual harassment and retaliated against one when she complained about sexual harassment and offensive references by other employees towards African Americans.  The EEOC’s lawsuit alleges that a server endured sexual harassment from another server that included inappropriate sexual comments, sexual propositions, unwelcome touching, and assault by the wrongdoer grabbing the server between her legs.  The server complained to her managers about the sexual harassment.  The EEOC claimed that the company failed to sufficiently address the harassment.  The lawsuit also alleges that the server (who is Caucasian) complained about other employees referring to African Americans with inappropriate racial slurs.  The company fired the server shortly after these complaints were made.  Such alleged conduct is a violation of Title VII of the Civil Rights Act of 1964, which prohibits sexual harassment and retaliation.  See EEOC v. Rosebud Restaurants, Inc., No. 17-cv-6815 (N.D. Ill.).

Employers Are Required To Stop Sexual Harassment that They Witness

8/6/2018

 
The U.S. Equal Employment Opportunity Commission settled a sexual harassment lawsuit that it had filed against Applebee’s Grill and Bar.  The EEOC’s lawsuit alleged that the company had subjected two of its female employees, who were sisters, to a sexually hostile work environment.  The lawsuit claimed that one of the sisters started working for Applebee’s around 2013 and that her sister started work at the same location around June 2014.  The lawsuit alleged that one of Applebee’s managers sexually harassed one sister from about January 2014 until about October 2014 and the other sister from about June 2014 until about October 2014.  The Complaint alleged that the harassment included physical groping, sexual comments, and that other members of the management witnessed the harassment and were aware that the sisters had reported the harassment, but the company did not stop the inappropriate conduct.  Such alleged actions are a violation of  Title VII of the Civil Rights Act of 1964.  See EEOC v. New Apple, Inc., No. 4:17-cv-01150 (D.S.C.).
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