South Loop Club to Pay $100,000 to Settle EEOC Sex Harassment and Retaliation Case

by U.S. Equal Employment Opportunity Commission (EEOC)

Federal  Agency Says South Loop Club Allowed Harassment of Female Employees

CHICAGO - South Loop Club, a Chicago bar and grill located  at 701 S. State St., will pay $100,000 under a consent decree entered today to  settle a sexual harassment and retaliation case brought by the U.S. Equal  Employment Opportunity Commission (EEOC), the agency announced today.

The EEOC had alleged that South Loop Club fostered a culture  where sexual harassment and retaliation against female employees went  unchecked.  South Loop Club opted to  settle the case shortly after it was filed and before answering the complaint. 

The EEOC filed suit after first attempting to reach a  pre-litigation settlement through its conciliation process.  The suit was brought under Title VII of the  Civil Rights Act of 1964, which prohibits sex discrimination (including sexual  harassment) as well as retaliation in employment.  The case, EEOC  v. South Loop Club, Civil Action No. 12 cv -7677, was filed on Sept. 26,  2012, in U.S. District Court for the Northern District of Illinois, Eastern  Division.   EEOC Trial Attorneys Brad  Fiorito and June Calhoun, and Supervisory Trial Attorney Gregory Gochanour,  litigated the case on behalf of the government.

U.S. District Court Judge Charles P. Kocoras of the Northern  District of Illinois entered the decree settling the suit, which provides $100,000  in monetary relief to the victims, and requires South Loop Club to report to  the EEOC for the next two years on all employee complaints of sex- or  gender-based harassment and retaliation.   South Loop Club must also train all its employees on the prevention and  eradication of harassment and retaliation and adopt new policies regarding those  forms of misconduct.  The decree also specifically  provides that South Loop Club cannot require recipients of monetary relief to  keep the facts underlying the case confidential, waive their rights to file  charges with a government agency, or refrain from reapplying for work with the  company.

 "This case is a  reminder that federal law protects women working in bars from sexual harassment  as much as women working in high-end business environments," said John Rowe,  the EEOC district director in Chicago.  "It  doesn't matter whether your collar is blue, pink or white -- sexual harassment  is illegal, and the EEOC will combat it."

John Hendrickson, the EEOC's regional attorney in Chicago,  added, "It's encouraging that South Loop Club realized that a negotiated  consent decree was its best option as soon as suit was filed.  That meant we could all focus on what was  going to happen going forward.  Our  expectations on that score are very positive because the decree not only  provides immediate relief for the victims, but also reduces the potential for  future problems by mandating training, reporting, and policy changes in the  workplace."

EEOC's Chicago District Office is  responsible for processing charges of discrimination, administrative  enforcement, and the conduct of agency litigation in Illinois, Wisconsin,  Minnesota, Iowa, and North and South Dakota, with Area Offices in Milwaukee and  Minneapolis.

The EEOC is responsible for enforcing federal laws against  employment discrimination.  Further  information is available at


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

Written by:

U.S. Equal Employment Opportunity Commission (EEOC)

U.S. Equal Employment Opportunity Commission (EEOC) on:

Readers' Choice 2017
Reporters on Deadline

"My best business intelligence, in one easy email…"

Your first step to building a free, personalized, morning email brief covering pertinent authors and topics on JD Supra:
Sign up using*

Already signed up? Log in here

*By using the service, you signify your acceptance of JD Supra's Privacy Policy.
Custom Email Digest
Privacy Policy (Updated: October 8, 2015):

JD Supra provides users with access to its legal industry publishing services (the "Service") through its website (the "Website") as well as through other sources. Our policies with regard to data collection and use of personal information of users of the Service, regardless of the manner in which users access the Service, and visitors to the Website are set forth in this statement ("Policy"). By using the Service, you signify your acceptance of this Policy.

Information Collection and Use by JD Supra

JD Supra collects users' names, companies, titles, e-mail address and industry. JD Supra also tracks the pages that users visit, logs IP addresses and aggregates non-personally identifiable user data and browser type. This data is gathered using cookies and other technologies.

The information and data collected is used to authenticate users and to send notifications relating to the Service, including email alerts to which users have subscribed; to manage the Service and Website, to improve the Service and to customize the user's experience. This information is also provided to the authors of the content to give them insight into their readership and help them to improve their content, so that it is most useful for our users.

JD Supra does not sell, rent or otherwise provide your details to third parties, other than to the authors of the content on JD Supra.

If you prefer not to enable cookies, you may change your browser settings to disable cookies; however, please note that rejecting cookies while visiting the Website may result in certain parts of the Website not operating correctly or as efficiently as if cookies were allowed.

Email Choice/Opt-out

Users who opt in to receive emails may choose to no longer receive e-mail updates and newsletters by selecting the "opt-out of future email" option in the email they receive from JD Supra or in their JD Supra account management screen.


JD Supra takes reasonable precautions to insure that user information is kept private. We restrict access to user information to those individuals who reasonably need access to perform their job functions, such as our third party email service, customer service personnel and technical staff. However, please note that no method of transmitting or storing data is completely secure and we cannot guarantee the security of user information. Unauthorized entry or use, hardware or software failure, and other factors may compromise the security of user information at any time.

If you have reason to believe that your interaction with us is no longer secure, you must immediately notify us of the problem by contacting us at In the unlikely event that we believe that the security of your user information in our possession or control may have been compromised, we may seek to notify you of that development and, if so, will endeavor to do so as promptly as practicable under the circumstances.

Sharing and Disclosure of Information JD Supra Collects

Except as otherwise described in this privacy statement, JD Supra will not disclose personal information to any third party unless we believe that disclosure is necessary to: (1) comply with applicable laws; (2) respond to governmental inquiries or requests; (3) comply with valid legal process; (4) protect the rights, privacy, safety or property of JD Supra, users of the Service, Website visitors or the public; (5) permit us to pursue available remedies or limit the damages that we may sustain; and (6) enforce our Terms & Conditions of Use.

In the event there is a change in the corporate structure of JD Supra such as, but not limited to, merger, consolidation, sale, liquidation or transfer of substantial assets, JD Supra may, in its sole discretion, transfer, sell or assign information collected on and through the Service to one or more affiliated or unaffiliated third parties.

Links to Other Websites

This Website and the Service may contain links to other websites. The operator of such other websites may collect information about you, including through cookies or other technologies. If you are using the Service through the Website and link to another site, you will leave the Website and this Policy will not apply to your use of and activity on those other sites. We encourage you to read the legal notices posted on those sites, including their privacy policies. We shall have no responsibility or liability for your visitation to, and the data collection and use practices of, such other sites. This Policy applies solely to the information collected in connection with your use of this Website and does not apply to any practices conducted offline or in connection with any other websites.

Changes in Our Privacy Policy

We reserve the right to change this Policy at any time. Please refer to the date at the top of this page to determine when this Policy was last revised. Any changes to our privacy policy will become effective upon posting of the revised policy on the Website. By continuing to use the Service or Website following such changes, you will be deemed to have agreed to such changes. If you do not agree with the terms of this Policy, as it may be amended from time to time, in whole or part, please do not continue using the Service or the Website.

Contacting JD Supra

If you have any questions about this privacy statement, the practices of this site, your dealings with this Web site, or if you would like to change any of the information you have provided to us, please contact us at:

- hide
*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. Or, sign up using your email address.