A plastics manufacturing business, has reached a settlement with the U.S. Equal Employment Opportunity Commission (EEOC) following a sex discrimination and retaliation charge. The company, located in Ohio, has agreed to pay $52,500 in monetary relief to a former employee as part of the resolution.
The EEOC Investigation
After conducting an investigation, the EEOC determined that the plastics manufacturing business engaged in discriminatory practices by subjecting the former employee to sexual harassment and retaliating against him when he reported the misconduct. The alleged misconduct involved inappropriate comments and physical contact by a company official.
Despite the employee’s complaints to management, the sexual harassment and retaliation persisted, resulting in his demotion, discipline, and constructive discharge. These actions are in direct violation of Title VII of the Civil Rights Act of 1964, which prohibits sexual harassment in the workplace and protects employees from retaliation for reporting or opposing such harassment.
The conciliation agreement was reached with the EEOC’s Cleveland Field Office, which will oversee compliance with the voluntary settlement. Dilip Gokhale, director of the EEOC’s Cleveland Field Office, emphasized the agency’s commitment to enforcing the requirements of Title VII.
He stated, “The EEOC is committed to enforcing the Title VII of the Civil Rights Act of 1964 requirement which mandates that employers must ensure the workplace is free of unlawful discrimination, including any harassment and retaliation.”
The Cleveland Field Office operates under the Philadelphia District, which has jurisdiction over West Virginia, Pennsylvania, Maryland, Delaware, and parts of Ohio and New Jersey. This case serves as a reminder to small and midsize businesses of the importance of maintaining a workplace free from discrimination, harassment, and retaliation.
Conclusion
Business owners should take proactive steps to prevent and address any instances of sexual harassment or discrimination within their organizations. It is essential to establish clear policies, provide regular training on preventing harassment, and promptly investigate and address any complaints raised by employees. By fostering a culture of respect and inclusivity, businesses can avoid the severe consequences of violating employment laws and create a positive and productive work environment.