Formel D USA, Inc. Will Pay $80,000 To Settle Sexual Harassment And Retaliation Lawsuit
Formel D USA, Inc., an automotive quality control company with locations throughout the U.S., will pay $80,000 and furnish other relief to settle a U.S. Equal Employment Opportunity Commission (EEOC) sexual harassment and retaliation lawsuit.
According to the EEOC’s lawsuit, a female employee was sexually harassed by her male supervisor shortly after being hired. The employee alleged that the harassment involved constant unwanted sexual advances, unwanted touching, kissing and hugging without the employee’s consent, and showing her a sexually explicit video while she was at work. The female employee rejected her male supervisor’s unwanted sexual advances and, as a result, the supervisor cut her hours. The employee complained to a higher manager, but no action was taken by the company. The harassment continued, and eventually, the company laid off and fired the female employee.
This conduct violates Title VII of the Civil Rights Act of 1964, which prohibits sexual harassment in the workplace and retaliation against an employee for reporting sexual harassment.
The consent decree settling the lawsuit provides the former employee with $80,000 in compensatory damages and a written job reference for the female employee. It also includes a six-year injunction against discrimination and requires the company to train its employees on sexual harassment and retaliation. Specific training will need to be provided for personnel who investigate complaints of sexual harassment. This includes posting notices about the settlement, a revision of the company’s policy on sexual harassment, and the establishment of a 24-hour third-party anonymous complaint hotline to report workplace discrimination or harassment. Formel D USA, Inc. is required to report to the EEOC for six years to ensure compliance with the decree.
Sexual harassment lawsuits in Ohio
Federal law prohibits the type of conduct that was discussed above. The company needed to take remedial action against the manager to prevent the conduct from continuing.
It is unlawful to harass an applicant or employee because of that person’s sex. Harassment can include sexual harassment or unwelcome sexual advances, requests for sexual favors, or physical harassment such as unwanted touching, kissing, and hugging. But the harassment does not have to be of a sexual nature, necessarily, to rise to the standard of harassment in the workplace. Offensive comments about women in general can also constitute harassment in the workplace.
The above situation is an example of quid pro quo sexual harassment. The male supervisor who harassed the female employee cut her hours because she refused his sexual advances. When she complained, she was fired from her job simply for reporting the unwelcome conduct. Now, the company is in serious trouble with the EEOC. They should have taken the employee’s complaints seriously and sanctioned the male supervisor for his conduct. They failed to do that and hence, they got sued.
Talk to a Dayton, OH Sexual Harassment Attorney Today
Kohl & Cook Law Firm, LLC represents the interests of employees who have suffered sexual harassment in the workplace. Call our Columbus employment lawyers today to schedule an appointment, and we can begin the process of filing your complaint right away.
Source:
eeoc.gov/newsroom/formel-d-usa-inc-pay-80000-eeoc-sexual-harassment-and-retaliation-lawsuit
