U.S. Equal Employment Opportunity Commission
Press Release 5-31-11
Teens Among Victims of Wynantskill Store Supervisor’s Abuse, Federal Agency Charged
ALBANY, N.Y. – College View Donuts, LLC, doing business as Dunkin' Donuts, will pay $290,000 to settle a sexual harassment lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced today. In its suit, filed in U.S. District Court for the Northern District of New York (Civil Action No. 1:09-01320 TJM/RFT), the EEOC charged that the manager of a Dunkin’ Donuts store in Wynantskill, N.Y., sexually harassed female employees, some of whom were only 16 and 17 years old.
According to the EEOC, the manager engaged in unwanted touching and hugging and made lewd sexual comments to the female employees. The EEOC argued that College View Donuts allowed the manager's illegal conduct to continue even after two employees had complained about it a year before. The manager was finally fired after the employees reported his conduct to the police and he was arrested. The EEOC filed suit after first attempting to reach a pre-litigation settlement through its conciliation process.
In addition to paying $290,000 to the former employees, the company will be bound by a six-year consent decree enjoining it from engaging in further discrimination or retaliation. The decree calls for the appointment of an equal employment opportunity coordinator and training for all employees and managers on sexual harassment prevention. The company will issue a letter of apology to the women; revise its anti-discrimination policies and complaint procedures; post a notice to employees about the resolution of the lawsuit; and never re-hire the manager responsible for the harassment.
“Sexual harassment is never acceptable, but it is especially troubling when the victims are teenagers,” said EEOC Trial Attorney Adela Santos.
EEOC New York District Office Regional Attorney Elizabeth Grossman added, “Companies must understand and fulfill their obligation to protect employees from sexual harassment in the workplace. We are very glad that this employer is taking steps to train its work force and remedy the problems that allowed this situation to happen.”
The EEOC enforces federal laws prohibiting employment discrimination. Further information about the EEOC is available on its web site at www.eeoc.gov.
http://www.eeoc.gov/eeoc/newsroom/release/5-31-11.cfm
Showing posts with label sexual harassment against teenagers. Show all posts
Showing posts with label sexual harassment against teenagers. Show all posts
Monday, June 6, 2011
Monday, January 24, 2011
Jury Returns Verdict in EEOC Bias Suit; Paul's Big M to Pay $1,260,080 for Sex Harassment
U.S. Equal Employment Opportunity Commission
PRESS RELEASE 1-21-11
Federal Agency Said Class of Young Women, Including Teens,Subjected to Verbal and Physical Sexual Abuse by Grocery Store Manager
SYRACUSE, N.Y. - In a victory for the U.S. Equal Employment Opportunity Commission (EEOC), a jury in federal district court here has returned a $1,260,080 verdict in a significant sexual harassment lawsuit brought by the agency. The verdict settled the EEOC’s suit against Paul’s Big M grocery store in Oswego, N.Y., that had charged that a class of female employees, many of whom were teenagers still in high school at the time, was subjected to a sexually hostile work environment by the store’s general manager for more than 10 years.
“The jury’s award sends a strong message to employers that they must maintain work environments free of sexual harassment and be vigilant in protecting young employees one of the most vulnerable segments of the labor force,” said Markus Penzel, an EEOC trial attorney on the case. “We applaud the courage of these young women and Ms. Bradford, Ms. Goodrich and Ms. Haskins for speaking out and coming to the EEOC. This verdict shows that justice has been done.”
The EEOC’s lawsuit (2008-CV-01019), charged KarenKim, Inc. -- known as Paul’s Big M -- with sexually harassing a class of female workers from 2001 onward at the Oswego store. The harassment, the EEOC said, included egregious acts of verbal and physical sexual conduct by the company’s general manager, Allen Manwaring. For example, the EEOC charged, Manwaring suggested a sexual threesome with one teenage cashier’s mother, stuck his tongue in another teenage cashier’s mouth and grabbed and touched the breasts and buttocks of other women.
At trial, woman after woman testified that Manwaring made sexual propositions, described his sex life with owner Karen Connors, to whom he was engaged, made lewd gestures to employees and touched or grabbed them in private areas. Many witnesses testified about the longstanding and ongoing relationship between Manwaring and Connors. They cited the relationship as one reason why the store and Connors refused to take action in response to repeated complaints about sexual harassment by Manwaring.
Manwaring testified that he pled guilty in 2008 to one criminal count of harassment in the second degree in satisfaction of four other charges after four women complained to the police. Connors testified that Manwaring was only given a 30-day paid suspension following his guilty plea. The harassment continued until Manwaring was fired in 2010 for sexually harassing another young woman, the EEOC said, although she testified that she was pressured by the company not to reveal the harassment or the reason for Manwaring’s termination.
The EEOC reported that the company repeatedly failed to take necessary steps to stop the harassment, despite numerous complaints to management and the police. The agency also asserted that working conditions were so intolerable that some of the women were forced to quit.
Sexual harassment 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.
After a nearly two-week trial that started January 3, the jury rendered a verdict in favor of the EEOC, awarding $1,250,000 in punitive damages against the company. It also awarded an additional $10,080 to 13 women to compensate them for the emotional pain and suffering they endured including Andrea Bradford, Judith Goodrich, and Deborah Haskins, the three women who first brought the harassment to the EEOC’s attention. Total damages awarded to the 13 women amounted to $1,260,080. The EEOC will also ask the court to award injunctive relief designed to prevent future discrimination.
Ami Sanghvi, the other EEOC trial attorney on the case, said, “The harassment at the store was especially egregious because many of the employees were teenage girls who were harassed by the General Manager, who was engaged to the owner, and felt they had no where to turn for help. This lawsuit demonstrates that the EEOC is committed to protecting teen workers through strong enforcement when employers fail to prevent and correct discrimination.”
The EEOC enforces federal laws prohibiting employment discrimination. Further information about the EEOC can be found online at www.eeoc.gov.
http://www.eeoc.gov/eeoc/newsroom/release/1-21-11.cfm
PRESS RELEASE 1-21-11
Federal Agency Said Class of Young Women, Including Teens,Subjected to Verbal and Physical Sexual Abuse by Grocery Store Manager
SYRACUSE, N.Y. - In a victory for the U.S. Equal Employment Opportunity Commission (EEOC), a jury in federal district court here has returned a $1,260,080 verdict in a significant sexual harassment lawsuit brought by the agency. The verdict settled the EEOC’s suit against Paul’s Big M grocery store in Oswego, N.Y., that had charged that a class of female employees, many of whom were teenagers still in high school at the time, was subjected to a sexually hostile work environment by the store’s general manager for more than 10 years.
“The jury’s award sends a strong message to employers that they must maintain work environments free of sexual harassment and be vigilant in protecting young employees one of the most vulnerable segments of the labor force,” said Markus Penzel, an EEOC trial attorney on the case. “We applaud the courage of these young women and Ms. Bradford, Ms. Goodrich and Ms. Haskins for speaking out and coming to the EEOC. This verdict shows that justice has been done.”
The EEOC’s lawsuit (2008-CV-01019), charged KarenKim, Inc. -- known as Paul’s Big M -- with sexually harassing a class of female workers from 2001 onward at the Oswego store. The harassment, the EEOC said, included egregious acts of verbal and physical sexual conduct by the company’s general manager, Allen Manwaring. For example, the EEOC charged, Manwaring suggested a sexual threesome with one teenage cashier’s mother, stuck his tongue in another teenage cashier’s mouth and grabbed and touched the breasts and buttocks of other women.
At trial, woman after woman testified that Manwaring made sexual propositions, described his sex life with owner Karen Connors, to whom he was engaged, made lewd gestures to employees and touched or grabbed them in private areas. Many witnesses testified about the longstanding and ongoing relationship between Manwaring and Connors. They cited the relationship as one reason why the store and Connors refused to take action in response to repeated complaints about sexual harassment by Manwaring.
Manwaring testified that he pled guilty in 2008 to one criminal count of harassment in the second degree in satisfaction of four other charges after four women complained to the police. Connors testified that Manwaring was only given a 30-day paid suspension following his guilty plea. The harassment continued until Manwaring was fired in 2010 for sexually harassing another young woman, the EEOC said, although she testified that she was pressured by the company not to reveal the harassment or the reason for Manwaring’s termination.
The EEOC reported that the company repeatedly failed to take necessary steps to stop the harassment, despite numerous complaints to management and the police. The agency also asserted that working conditions were so intolerable that some of the women were forced to quit.
Sexual harassment 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.
After a nearly two-week trial that started January 3, the jury rendered a verdict in favor of the EEOC, awarding $1,250,000 in punitive damages against the company. It also awarded an additional $10,080 to 13 women to compensate them for the emotional pain and suffering they endured including Andrea Bradford, Judith Goodrich, and Deborah Haskins, the three women who first brought the harassment to the EEOC’s attention. Total damages awarded to the 13 women amounted to $1,260,080. The EEOC will also ask the court to award injunctive relief designed to prevent future discrimination.
Ami Sanghvi, the other EEOC trial attorney on the case, said, “The harassment at the store was especially egregious because many of the employees were teenage girls who were harassed by the General Manager, who was engaged to the owner, and felt they had no where to turn for help. This lawsuit demonstrates that the EEOC is committed to protecting teen workers through strong enforcement when employers fail to prevent and correct discrimination.”
The EEOC enforces federal laws prohibiting employment discrimination. Further information about the EEOC can be found online at www.eeoc.gov.
http://www.eeoc.gov/eeoc/newsroom/release/1-21-11.cfm
Tuesday, November 9, 2010
Cactus Grill Pays $150,000 To Settle EEOC Sexual Harassment Suit
U.S. Equal Employment Opportunity Commission
PRESS RELEASE
11-8-10
Restaurant Tolerated Sexual Harassment of Teen Female Server, Agency Charged
KANSAS CITY – Cactus Grill, part of a restaurant chain in the Kansas City metropolitan area that is managed by Northstar Restaurants, Inc., will pay $150,000 to settle a sexual harassment lawsuit filed by the U.S. Equal Employment Opportunity Commission, (EEOC), the federal agency announced today.
The suit, filed in U.S. District Court for the District of Kansas (EEOC , et al. v. Cactus Grill, Inc., et al., No. 2:10-cv-02290-EFM), charged that Cactus Grill discriminated against a teenage female server by permitting an older assistant manager to sexually harass her and then discharging her from her employment.
Cactus Grill had received a sexual harassment complaint about this assistant manager from at least one other female employee before this incident occurred, the EEOC said.
Sexual harassment violates Title VII of the Civil Rights Act of 1964. The EEOC filed suit in May 2010 after first attempting to reach a pre-litigation settlement.
In addition to paying $150,000, Cactus Grill has agreed that it will not rehire the alleged harasser in any of its restaurants. The company also agreed to update its anti-discrimination policy as necessary to ensure it meets the EEOC’s requirements, and redistribute the policy to all employees. Cactus Grill also will provide training on sexual harassment and its anti-discrimination policy and complaint procedure to all managers and assistant managers in its restaurants. Additionally, the company will report to the EEOC on all complaints it receives about sexual harassment for two years.
“It is imperative that restaurants employing young workers deal swiftly and effectively with sexual harassment” said Regional Attorney Barbara A. Seely of the EEOC’s St. Louis District Office. “Cactus Grill had received a prior complaint about the alleged harasser and issued him a disciplinary write-up. But the company’s actions were insufficient to deter him from harassing others. Employers need to understand they must be proactive and resolute in putting a stop to sexual harassment when they become aware of it.”
The EEOC is responsible for enforcing federal laws prohibiting employment discrimination. Further information about the EEOC is available on its website at www.eeoc.gov.
http://www.eeoc.gov/eeoc/newsroom/release/11-8-10.cfm
PRESS RELEASE
11-8-10
Restaurant Tolerated Sexual Harassment of Teen Female Server, Agency Charged
KANSAS CITY – Cactus Grill, part of a restaurant chain in the Kansas City metropolitan area that is managed by Northstar Restaurants, Inc., will pay $150,000 to settle a sexual harassment lawsuit filed by the U.S. Equal Employment Opportunity Commission, (EEOC), the federal agency announced today.
The suit, filed in U.S. District Court for the District of Kansas (EEOC , et al. v. Cactus Grill, Inc., et al., No. 2:10-cv-02290-EFM), charged that Cactus Grill discriminated against a teenage female server by permitting an older assistant manager to sexually harass her and then discharging her from her employment.
Cactus Grill had received a sexual harassment complaint about this assistant manager from at least one other female employee before this incident occurred, the EEOC said.
Sexual harassment violates Title VII of the Civil Rights Act of 1964. The EEOC filed suit in May 2010 after first attempting to reach a pre-litigation settlement.
In addition to paying $150,000, Cactus Grill has agreed that it will not rehire the alleged harasser in any of its restaurants. The company also agreed to update its anti-discrimination policy as necessary to ensure it meets the EEOC’s requirements, and redistribute the policy to all employees. Cactus Grill also will provide training on sexual harassment and its anti-discrimination policy and complaint procedure to all managers and assistant managers in its restaurants. Additionally, the company will report to the EEOC on all complaints it receives about sexual harassment for two years.
“It is imperative that restaurants employing young workers deal swiftly and effectively with sexual harassment” said Regional Attorney Barbara A. Seely of the EEOC’s St. Louis District Office. “Cactus Grill had received a prior complaint about the alleged harasser and issued him a disciplinary write-up. But the company’s actions were insufficient to deter him from harassing others. Employers need to understand they must be proactive and resolute in putting a stop to sexual harassment when they become aware of it.”
The EEOC is responsible for enforcing federal laws prohibiting employment discrimination. Further information about the EEOC is available on its website at www.eeoc.gov.
http://www.eeoc.gov/eeoc/newsroom/release/11-8-10.cfm
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