Michigan City Restaurant to Pay $20,000 to Settle Second EEOC Sexual Harassment Suit

Explore:  EEOC Sexual Harassment

Dinos Restaurant Allowed Male Co-Worker to Abuse Female Employee, Federal Agency Charged

SOUTH BEND, IND. - A Michigan City, Ind., restaurant will pay $20,000 to settle a second sexual harassment lawsuit brought by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced today.

The EEOC charged in its suit (Case No. 3:11-cv-0306-TLS-CAN in U.S. District Court for the Northern District of Indiana, South Bend Division) that the restaurant owner, Faros, Inc., violated federal law when it failed to respond to complaints that a male server sexually harassed a female coworker for over several months including, sexual innuendo and propositions that escalated to unwanted touching at least twice.  The EEOC further charged that Faros, Inc. retaliated against the harassed employee by reducing her wages after she complained.

Such alleged conduct violates Title VII of the Civil Rights Act of 1964.  The EEOC filed suit after first attempting to reach a pre-litigation settlement through its conciliation process. 

In addition to monetary settlement, the consent decree, which will remain in effect until September 2016, requires Faros, Inc. to comply with prohibitions against further discrimination and retaliation, and continue the policy, training and posting obligations mandated by the Consent Decree which resolved the EEOC's first sexual harassment lawsuit against Faros, Inc. (Case No. 3:10-cv-00407-RL-CAN). 

"There is no excuse for permitting employees to touch, proposition or barrage their coworkers with offensive sexual statements at work," said EEOC Regional Attorney Laurie Young.  "Employers must make eradicating such conduct from their work places a priority."  

The EEOC is responsible for enforcing federal laws prohibiting discrimination in employment.  Further information about the EEOC is available on its web site at: www.eeoc.gov.


Written by:

Published In:

DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

© U.S. Equal Employment Opportunity Commission (EEOC) | Attorney Advertising

Don't miss a thing! Build a custom news brief:

Read fresh new writing on compliance, cybersecurity, Dodd-Frank, whistleblowers, social media, hiring & firing, patent reform, the NLRB, Obamacare, the SEC…

…or whatever matters the most to you. Follow authors, firms, and topics on JD Supra.

Create your news brief now - it's free and easy »

All the intelligence you need, in one easy email:

Great! Your first step to building an email digest of JD Supra authors and topics. Log in with LinkedIn so we can start sending your digest...

Sign up for your custom alerts now, using LinkedIn ›

* With LinkedIn, you don't need to create a separate login to manage your free JD Supra account, and we can make suggestions based on your needs and interests. We will not post anything on LinkedIn in your name.