By Lauren Bikoff, MLS
The two sexual harassment lawsuits allege harassment of female employees by male supervisors; one worker was only a teenager.
A Texas contractor will pay $35,000 to settle alleged ADA violations, and a North Carolina McDonald’s franchise will pay $12,500 to settle allegations of sexual harassment, the EEOC has announced. In addition, the federal agency filed a new lawsuit against a Massachusetts medical company for sexual harassment and retaliation.
Fired due to glaucoma. Beaumont, Texas-based Brock Services LLC has agreed to pay $35,000 to settle a disability discrimination lawsuit. According to the EEOC, the industrial contractor violated the ADA when it fired an employee because he had glaucoma.
The suit alleged that Brock Services forced an employee to take three eye examinations after learning that he had a vision impairment related to glaucoma in one eye. Despite his glaucoma, the eight-year employee could perform the essential functions of his position, the EEOC said. After the third exam, Brock Services fired the employee.
In addition to the monetary settlement, the company is prohibited from engaging in similar discriminatory conduct in the future and must conduct disability discrimination training programs for managerial employees.
The EEOC brought its lawsuit in the Eastern District of Texas, Beaumont Division; the case is No. 1:19-cv-00212.
Teenager sexually harassed. Par Ventures, Inc., a North Carolina corporation which operates a chain of seven McDonald’s fast food restaurants, will pay $12,500 to settle a sexual harassment suit. The EEOC charged that Par Ventures violated Title VII when it subjected a teenage female employee to a sexually hostile work environment.
According to the lawsuit, a male manager at Par Ventures’ Parmlee Drive McDonald’s in Fayetteville, North Carolina, sexually harassed the employee, who was only 16 years old at the time. The EEOC said that she was subjected to sexual comments, sexual requests, and unwanted touching from her male supervisor. The complaint alleged that the supervisor offered her money for nude pictures of herself, asked her explicit sexual questions, and ultimately sexually assaulted her.
Par Ventures also is required to revise its policy on sexual harassment; post a notice concerning the lawsuit and employee rights under federal anti-discrimination laws; and conduct annual training for all employees on the requirements of Title VII and its prohibition against sexual harassment in the workplace, and on the company’s sexual harassment policy.
The EEOC filed its suit in the Eastern District of North Carolina; the case is No. 5:19-cv-00341-FL.
Supervisor harassment, retaliation. According to a lawsuit filed by the federal agency, Franklin, Massachusetts-based Tegra Medical LLC violated Title VII by subjecting a female worker to a sexually hostile work environment and then retaliating against her for opposing the behavior, resulting in her discharge.
The lawsuit alleges that a managing supervisor repeatedly made lewd comments to his subordinate regarding her body and touched her inappropriately. The employee complained about the abusive conduct to Tegra’s human resources department, but the company failed to take appropriate measures to end the harassment, even though other female employees previously had complained about the supervisor’s behavior. Instead, about a week after the employee made her complaint, Tegra retaliated against her by denying her request for leave to care for her son under the Family and Medical Leave Act, resulting in her constructive discharge, the agency says.
The EEOC brought its suit in the District of Massachusetts; the case is No. 1:20-cv-11344.
Companies: Brock Services LLC; Par Ventures, Inc.; McDonalds; Tegra Medical LLC
News: AgencyNews Discrimination DisabilityDiscrimination SexualHarassment Retaliation
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