3 MORE Examples of Sexual Harassment Lawsuits and Settlements
The U.S Equal Employment Opportunity Commission (EEOC) created several laws making it illegal to harass a job applicant or active employee. According to the federal government, harassment can take the form of “sexual harassment.” This type of harassment can involve… Unwelcome sexual advances…. Requests for sexual favors… or Verbal or physical harassment of a sexual nature. Yet, sexual harassment doesn’t need to be of a sexual nature. It can include offensive remarks about a person’s sex, gender identity, sexual orientation, or pregnancy status. Sexual harassment can take the form of verbal harassment or physical harassment of a sexual nature.
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When it comes to filing a lawsuit, the federal government gives sexual harassment victims 180 days to file a charge. This time limit may be longer depending on state laws. Federal employees have 45 days to contact an EEO Counselor. Speaking of which, 2022 saw several sexual harassment lawsuits and settlements.
A Rockford-based gas station and convenience store operator (let’s call them Gas Inc.) faces a lawsuit filed by the EEOC about sexual harassment and improper disclosure of confidential information. A female employee at an Illinois gas station location endured months of sexual harassment. She faced sexual advances and crude jokes made by a male customer. When the employee reported the situation to Gas Inc.’s management, the company failed to act. Even when other employees and customers tried to report the harassment, the company did not take prompt action to put an end to the situation. Additionally, the company failed to maintain confidentiality about the employee's medical information. According to an investigation conducted by the EEOC, a store manager shared the employee’s confidential medical information with other employees who had no legitimate need to know the information.
Title VII of the Civil Rights Act of 1964 prohibits sexual harassment in employment. The Americans with Disabilities Act requires that employers keep any medical information about employees confidential. The alleged conduct in the Kelley Williamson Company violates both of these laws.
As a result, the EEOC filed suit. The consent decree has been approved by the federal district court. Over the next four years, settlement obligations include… Paying $75,000 in monetary relief to the employee… Providing injunctive relief… Training about Title VII… Training about the ADA… and compliance-related reporting to the EEOC.
Until November 2021, Company A and Company B operated as a hotel chain. Let’s call the hotel chain Sleep Now Suites. According to the EEOC sexual harassment lawsuit, the owners of the Washington Sleep Now Suites allowed a male maintenance/housekeeping manager to sexually harass two female housekeeping employees. The details are too vulgar for this video. Due to the pervasiveness of the harassment, one of the women quit out of fear for her safety. Another housekeeper reported the harassment to the general manager with the help of a bilingual coworker. However, Company A and Company B failed to conduct a thorough investigation. They simply accepted the manager’s denial of the allegations.
The lawsuit claims that the general manager proceeded to retaliate against the housekeeper who spoke up by cutting her work hours and denying an hourly raise given to other housekeepers.
The alleged conduct violates Title VII of the Civil Rights Act of 1964. The settling of the suit involves a three-year consent decree. The two companies will pay $370,000 to the two victims. The companies agreed to… Implement company-wide training… Create investigation training for managers and owners with an active role in managing the hotels… and write policies to ensure accountability concerning anti-discrimination policies. The EEOC will monitor the workplace during the three-year decree to ensure compliance with anti-discrimination and anti-harassment laws.
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