Posts Tagged ‘sexually hostile work environment’

Harassment Forced Woman Out From Job at Wrecking Service, EEOC Alleges in Title VII Suit

Considering what this woman allegedly endured from her male co-workers, it’s no wonder she quit her job.

Hunter Auto & Wrecker Service, Inc., a Charlotte, North Carolina headquartered corporation, violated federal law when it subjected a female employee to a sexually hostile work environment, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit filed today.

According to the EEOC’s suit, Sharon McInnis worked in a Hunter Auto & Wrecker Service office from February 2018 to August 2018.  About March 2018, male employees made unwelcome sexual comments or engaged in sexually offensive conduct toward McInnis almost daily. When McInnis complained, management told her to ignore it. McInnis quit her job because Hunter Auto & Wrecker Service took no action to stop the harassment.

Such alleged conduct violates Title VII of the Civil Rights Act of 1964 which prohibits employers from allowing sexual harassment to exist in the workplace. The EEOC filed suit in the U.S. District Court for the Western District of North Carolina, Charlotte Division (EEOC v. Hunter & Auto Wrecker Service, Inc., Civil Action No. 3:19-cv-00295) after first attempting to reach a pre-litigation settlement through its voluntary conciliation process.

The EEOC seeks back pay, compensatory damages and punitive damages, as well as injunctive relief.

“Employers must take reasonable steps to stop employees’ inappropriate sexual comments and behavior in the workplace,” said Lynette A. Barnes, regional attorney of EEOC’s Charlotte District Office. “The EEOC will continue to prosecute cases where employees are harassed in violation of federal law, and the company fails to stop the harassment.”

Arby’s Franchisee Pays Big in Harassment Case

Parents of teenage daughters in these southern states should rest easier now with the conclusion of a sexual harassment case against a major fast food franchise.

Beavers’ Inc., owner and operator of 51 Arby’s locations in south Alabama, Georgia, Louisiana, Mississippi and the Florida Panhandle, has agreed to pay $84,000 and provide other relief to settle a sexual harassment lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the federal agency announced April 10.

The EEOC’s Mobile office investigated charges of discrimination filed by three teenage female crew members. The lawsuit charges that Beavers’ permitted a sexually hostile work environment based on ongoing sexually explicit comments and other harassment by an older male team leader at its Atmore, Alabama location. The EEOC’s lawsuit alleged the harasser described sexual acts he wanted to perform with the teen workers, made inappropriate remarks about his anatomy, and deliberately pressed his pelvis against two of the female employees. According to the lawsuit, the three teen workers, as well as other employees, complained multiple times to on-site management about the harassment but the company allowed the harassment to continue.

Such alleged conduct violates Title VII of the Civil Rights Act of 1964 which prohibits employment discrimination based on sex, including sexual harassment in the workplace. The EEOC filed suit (EEOC v. Beavers’ Inc., d/b/a Arby’s, Case No. 1:18-cv-00150) in the U.S. District Court for the Southern District of Alabama, after first attempting to reach a pre-litigation settlement through its conciliation process.

Under the 48-month consent decree resolving the suit, Beavers’ will pay $84,000 to the three harassment victims, will develop and disseminate anti-harassment policies, and will train its employees and managers on the requirements of Title VII’s prohibitions against sexual harassment. In addition, the company will instruct employees on how to report sexual harassment, and how managers should investigate complaints of sexual harassment.

“The EEOC remains committed to protecting vulnerable employees, such as teen workers in their first jobs, from a sexually hostile work environment,” said EEOC Birmingham District Director Bradley Anderson. “The EEOC is pleased that Beavers’ Inc. agreed early in the litigation process to take steps to prevent such harassment, and train its management how to promptly investigate and correct sexual harassment in the future.”

Marsha Rucker, regional attorney for the EEOC’s Birmingham District, said, “An anti-harassment policy is insufficient without proper training on how to recognize, report, and investigate sexual harassment. Employers must realize that young employees who lack workplace experience may be too intimidated to complain and need workable avenues to report harassment without further humiliation or embarrassment.”

The EEOC’s Youth@Work campaign (at http://www.eeoc.gov/youth/) is designed to teach teens and other young workers about employment discrimination. It includes curriculum guides for students and teachers and videos to help young workers learn about their rights and responsibilities.

The EEOC’s Birmingham District consists of Alabama, Mississippi (except 17 northern counties) and the Florida Panhandle.

EEOC: Male Line Lead Harassed Female Temp

Temporary employees are as entitled to workplaces free of sexual harassment as are permanent workers.

Premier Employee Solutions LLC (Premier), an Arizona company that provides temporary labor to a variety of industries, violated federal law when it subjected a female employee to a sexually hostile work environment, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit filed September 28.

According to the EEOC’s lawsuit, Sarah Isley began working for Premier around January 2016. She was assigned as a temporary employee at the Del Monte Fresh Produce, N.A., Inc. facility in Whitsett, N.C. From February 2016 to around April of that year, a male line lead employed by Premier subjected Isley to sexual harassment on a daily or near daily basis. The sexual conduct involved comments, sexual gestures and physical touching, including, on one occasion, the line lead grabbing Isley’s breasts. Isley complained to Premier about the sexual harassment, but the harassment continued.

This alleged behavior violates Title VII of the Civil Rights Act of 1964, which prohibits employers from allowing a sexually hostile work environment to exist in the workplace. The EEOC filed its lawsuit in U.S. District Court for the Middle District of North Carolina (EEOC v. Premier Employee Solutions LLC, Case No. 1:18-cv-00823) after first attempting to reach a pre-litigation settlement through its conciliation process. The EEOC seeks monetary relief, including compensatory and punitive damages for Isley, as well as injunctive relief.

“Sexual harassment is always unacceptable and unlawful in any workplace,” said Kara G. Haden, acting regional attorney for the EEOC’s Charlotte District. “Employers must take appropriate action to stop employees from harassing other employees.”

Exposed: Customer Service Center Tolerated Harassment of Women, EEOC Charges in Suit

Employers can’t put their head in the sand about sexual harassment, and then expect the authorities to look the other way.

Mediacom Communications Corp., a nationwide provider of telecommunications services, violated federal law by subjecting female workers to a sexually hostile work environment, the U.S. Equal Employment Opportunity Commission (EEOC) alleged in a lawsuit filed September 26.

According to the EEOC’s lawsuit, a male customer service employee, working in Mediacom’s Valdosta, Ga. facility, made sexual advances towards female customer service representatives. Crystal Vinson and Breanna Caldwell, two female customer service employees reported to the company that the male employee harassed them. On one occasion, the male employee exposed his genitalia to Ms. Vinson in the workplace. Despite their complaints, the company failed to take prompt, remedial action to stop the harassment.

Such conducts violate Title VII of the Civil Rights Act of 1964, as amended, which prohibits sexual harassment in the workplace. The EEOC filed suit (Civil Action No. 7:18-cv-00166-HL) in U.S. District Court for the Middle District of Georgia after first attempting to reach a pre-litigation settlement through its conciliation process. The federal agency seeks back pay, compensatory damages, and punitive damages for Ms. Vinson, Ms. Caldwell, and other women subjected to the harassment, as well as injunctive relief designed to prevent such discrimination in the future.

“The company knew, from its own managers, HR personnel, and its investigation, that this harassment was occurring, but the company did not protect its employees as required by law,” said Antonette Sewell, regional attorney for the Atlanta District Office.

Bernice Williams-Kimbrough, director of the Atlanta District Office stated “Women employees should not have to face sexual harassment from co-workers to earn a living.”