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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.).
The U.S. Equal Employment Opportunity Commission announced that Dollar General had reached an agreement to resolve a sexual harassment lawsuit. The EEOC’s lawsuit alleged that a store manager at one of Dollar General’s stores subjected one of his female employees to unwanted sexual comments, text messages, and gestures. Other female employees had previously made complaints about this same manager, but the harassment still persisted. The EEOC further alleged that Dollar General employed the manager who was accused of sexual harassment for several months after the initial complaint made against him. The alleged conduct is a violation of Title VII of the Civil Rights Act of 1964, which prohibits discrimination and harassment on the basis of an employee’s sex. See EEOC v. Dolgencorp, LLC, d/b/a Dollar General Stores, Inc., No. 3:17-cv-00023-MPM (N.D. Miss.).
Bojangles Restaurants has agreed to pay $15,000 to settle a sexual harassment and retaliation lawsuit that was brought by the EEOC. The EEOC’s lawsuit alleges that a transgender employee was subjected to offensive comments regarding her appearance and gender identity. The employee, who was born male but identifies as female, was told by management to act and groom in ways that are stereotypically male. Wolfe reported the harassment, but it did not stop. The Complaint alleged that Wolfe was eventually fired in retaliation for reporting the harassment. See EEOC v. Bojangles Restaurants, Inc., No. 5:16-cv-00654 (E.D.N.C.).
American Queen Steamboat Company has agreed to pay $50,000 to resolve a retaliation lawsuit by the U.S. Equal Employment Opportunity Commission. The EEOC’s lawsuit alleges that in 2015, American Queen terminated a cruise director after he submitted a written complaint regarding a co-worker who had been suffering from ongoing sexual harassment. The complaint blamed a manager, who was also a friend of the alleged harasser, for the manner in which he handled the victim’s initial complaint of sexual harassment. The manager then confronted the cruise director and threatened his job. The cruise director also reported this alleged retaliation to his supervisor. The supervisor took no action, and the cruise director was later terminated. An employee may not be fired in retaliation for that employee’s reporting and complaint of sexual harassment of a co-worker pursuant to Title VII of the Civil Rights Act of 1964. See EEOC v. American Queen Steamboat Co., No. 17-cv-02669 (W.D. Tenn).
The U.S. Equal Employment Opportunity Commission recently reached a $75,000 settlement with New England Shellfish to resolve a lawsuit that it had filed on behalf of three female ex-employees. The EEOC’s lawsuit claimed that a male employee had made inappropriate sexual comments to female employees on a near-daily basis, such as making comments about their genitalia, spreading rumors about their purported sexual activity, and spying on them when attempting to use portable toilets. The lawsuit further alleges that the conduct did not stop even after the female employees' complaints. The EEOC claims that the comments led some women to fear that the offending male employee would sexually assault them. Sexual harassment is illegal pursuant to Title VII of the Civil Rights Act of 1964. See EEOC v. Trans Ocean Seafoods, Inc., No. 2:15-CV-01563 (W.D. Wash.).
The U.S. Equal Employment Opportunity Commission has filed a lawsuit against Anchor Staffing, alleging that the company did not adequately respond to an employee’s complaints of sexual harassment and then refused to provide her with future work. The EEOC claimed that its pre-lawsuit investigation showed that an employee at her first day of work at the Illinois Department of Human Services, to which she had been assigned by Anchor Staffing, was sexually harassed by a second employee of Anchor Staffing, who had also been assigned to the IDHS. The female employee complained to Anchor Staffing, and, in response, Anchor Staffing removed her from her work assignment and then failed to find her other work assignments. The EEOC's claims amount to the employee effectively being terminated by Anchor Staffing. This alleged conduct is a violation of Title VII of the Civil Rights Act of 1964. Discriminating against employees on the basis of their sex, and it is illegal to retaliate against employees who complain about sex discrimination or sexual harassment. See EEOC v. Anchor Staffing, Inc., No. 17-cv-7899 (N.D. Ill.).
The EEOC recently won a jury award of $250,000 in compensatory damages for a case alleging sexual harassment against Costco Wholesale Corp. The lawsuit alleged that for more than a year Costco did not prevent a male customer from harassing and stalking one of its female employees. She allegedly suffered unwelcome advances, touching, and stalking. The employee repeatedly reported the customer’s inappropriate conduct to Costco management. Indeed, the customer himself even reported that he had ongoing contact with the Costco employee, but Costco did nothing to stop the harassment. The employee was eventually forced to get a restraining order against the customer. The EEOC argued that Costco’s failure to attempt to prevent the harassment created a hostile work environment for the employee, in violation of Title VII of the Civil Rights Act of 1964. See EEOC v. Costco Wholesale Corp., No. 14-cv-6553 (N.D. Ill.).
A restaurant will reportedly pay $27,500 to settle a male-on-male sexual harassment and retaliation lawsuit filed by the EEOC. The EEOC’s lawsuit alleges that the restaurant subjected young, male, Mexican-American workers to sexual harassment. The lawsuit also alleges that the company retaliated against one of the employees after he complained about the sexual harassment. The accused sexual harasser was a 24-year-old male who secretly videotaped the victims using the men’s bathroom. The lawsuit further claims that after one employee complained, the company cut his hours, demoted him from server to busing tables, gave him a worse schedule, and excessively and unfairly disciplined the employee. The alleged conduct is prohibited by Title VII of the Civil Rights Act of 1964, which prohibits discrimination based on sex. See EEOC v. Salum Revilla Enterprises, LLC dba Achiote Restaurant, No. 3:15-cv-01974 (S.D. Cal.).
The EEOC recently filed a lawsuit alleging that a company subjected a female employee to a sexually hostile work environment and retaliated against her after she complained about the harassment and filed criminal charges against the persons she accused of harassment. The Complaint claims that the employee, who worked as a server and cashier, was regularly subject to sexually offensive comments and sexual harassment by the restaurant manager and several kitchen workers by touching her in a sexual manner. The harassment continued even after the plaintiff had complained to her supervisor. The plaintiff had her hours reduced and eventually was removed from the work schedule altogether after she filed criminal charges against the manager and kitchen staff. See EEOC v. Mayflower Seafood of Goldsboro, Inc., No. 5:15-CV-006360 (E.D.N.C. 2015).
The EEOC recently announced that Kroger has agreed to pay $42,500 to settle a sexual harassment lawsuit. The EEOC lawsuit alleged that Kroger subjected one of its teenaged employees to sexual harassment and that Kroger also failed to take action to stop a male coworker from abusing the employee. The EEOC stated that the harassment started soon after the teenager was hired and continued throughout her employment with Kroger. The EEOC also claimed that Kroger did not take corrective action until the employee’s final complaint. See EEOC v. Kroger Co., No. 4:14-cv-00564 (E.D. Ark.).
The Silver Diner has agreed to pay $25,000 to settle a sexual harassment and retaliation lawsuit. The EEOC filed the lawsuit after the restaurant allegedly subjected a waitress to a sexually hostile environment, such as the restaurant co-owner rubbing up against her. The restaurant limited the waitress’s hours and then fired her after she complained about the harassment. Title VII of the Civil Rights Act of 1964 prohibits sexual harassment in the workplace and retaliation for complaining about discrimination. In addition to paying the $25,000 settlement, the restaurant, under a five year consent decree, will conduct annual training that will focus on sexual harassment and retaliation. See EEOC v. Silver Diner, Inc., No. 1:12-CV-01002 (M.D.N.C.).
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