Travel and entertainment company pays $925K to settle sexual harassment, disability bias allegations
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Tuesday, September 24, 2019

Travel and entertainment company pays $925K to settle sexual harassment, disability bias allegations

By WK Editorial Staff

The company allegedly claimed that providing accommodations would jeopardize business partner relationships and purportedly failed to investigate and remedy third-party harassment allegations.

Miami-based e-commerce travel and entertainment company, Entertainment Benefits Group (EBG), has agreed to pay $925,000 and provide certain injunctive relief to settle allegations that the company violated Title VII when it failed to investigate and remediate allegations of third-party sexual harassment, and also violated the ADA by failing to provide accommodations or engage in the interactive process with employees with disabilities. The settlement resolves two separate lawsuits, according to the EEOC.

Protecting business partner relationships. In one lawsuit, the EEOC alleges that EBG failed to provide accommodations to employees with disabilities and failed to engage in the interactive process required under the ADA, often claiming that doing so would jeopardize its relationships with the company’s business partners.

In a second lawsuit, the EEOC charged EBG with failing to investigate allegations of third-party harassment and not taking corrective actions to cease the harassing behavior.

Retaliation. The federal agency also charged EBG with retaliation against employees who requested accommodations, were associated with someone with a disability, or who complained about harassment.

Early settlement. After conciliation, the parties reached an early settlement leading to the simultaneous filing of the complaints and consent decree settling the suits. Under the four-year consent decree settling both cases, in addition to the monetary relief for the employees, EBG will develop a centralized tracking system for employee requests for disability accommodations; create a procedure for the handling and investigation of employees’ harassment complaints; and provide effective ADA and Title VII training for HR, management, and other personnel.

"Customer or partner preference is not a justification for non-compliance with the ADA or Title VII," said EEOC Regional Attorney Anna Park. "We commend EBG for resolving this complaint and for putting in place measures to prevent discrimination within its workforce."

The EEOC filed its lawsuits in the District of Nevada; the cases are Nos. 2:19-cv-01134-GMN-VCF and 2:19-cv-01135-RFB-EJY.

News: AgencyNews Discrimination Discharge DisabilityDiscrimination SexualHarassment SexDiscrimination Retaliation

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