EEOC Resolves Sexual Harassment & Retaliatory Termination Lawsuit
In a press release issued on December 16, 2020, the U.S. Equal Employment Opportunity Commission (EEOC) announced that it has entered into a Consent Decree to settle a sexual harassment and retaliation lawsuit against Fox Glenview, LLC, DP Fox Ventures, LLC, Fox Illinois Staffing, LLC, d/b/a Chicago Harley Davidson (Chicago Harley). On February 27, 2020, the EEOC filed the lawsuit, U.S. Equal Employment Opportunity Commission v. Fox Glenview, LLC, DP Fox Ventures, LLC, Fox Illinois Staffing, LLC, d/b/a Chicago Harley Davidson, Case No. 1:20-cv-01436, in the U.S. District Court for the Northern District of Illinois. Prior to commencing the federal court lawsuit, the EEOC first attempted to settle the case through voluntary conciliation. Unable to settle the case through conciliation efforts, the EEOC invoked its right under federal law to resolve the alleged unlawful employment practices through litigation in federal court.
In the Consent Decree, which was endorsed by U.S. District Court Judge Andrea R. Wood on December 16, 2020, Chicago Harley agreed to pay $193,750 to resolve the sexual harassment and retaliation lawsuit. In this article, our Citrus County, Florida lawyers for sexual harassment victims explain the EEOC’s allegations of sexual harassment and retaliation against Chicago Harley.
Sexual Harassment Victims’ Rights
The EEOC brought the sexual harassment and retaliation lawsuit under Title VII of the Civil Rights Act of 1964 (Title VII) on behalf of a former employee of Chicago Harley, Amy Hartman (Hartman). Under Title VII, it is an unlawful discriminatory employment practice to discriminate against employees on the basis of gender. In interpreting Title VII, federal courts have determined that sexual harassment is a form of gender discrimination forbidden by Title VII. In order to protect sexual harassment victims and facilitate the eradication of sexual harassment in the workplace, Title VII contains an anti-retaliation provision. Title VII makes it an unlawful discriminatory employment practice for an employer to retaliate against employees who complain about perceived sexual harassment in the workplace.
The EEOC alleges that Chicago Harley unlawfully discriminated against Hartman in violation of Title VII by creating and maintaining a sexual hostile work environment. The EEOC also alleges that Chicago Harley violated Title VII by terminating Hartman’s employment because she complained about sexual harassment in the workplace.
Sexual Harassment Victim Fired For Complaining
Hartman worked for Chicago Harley as a business manager at its dealership in Glenview, Illinois. Throughout her employment with Chicago Harley, the EEOC contends, Hartman endured a sustained campaign of unwanted sexually harassing behavior from managers and co-workers. The sexually harassing behavior against Hartman included unwanted touching, sexual remarks, unwanted physical contact, intimidation, propositions for sex, and graphic sexual images and videos.
The EEOC alleges that Chicago Harley knew of the sexual harassment against Hartman because Hartman and other employees complained about the sexual behavior in the workplace. The EEOC further alleges that Chicago Harley knew about the sexual harassment of Hartman because the harassment was perpetrated by managers or in the presence of managers. The EEOC maintains that Chicago Harley is liable for the sexually hostile work environment because the company failed to take immediate and appropriate remedial action to stop the harassment. Instead of complying with its obligation under federal law to promptly correct sexual harassment in the workplace of which it was aware, the EEOC contends, Chicago Harley terminated Hartman’s employment in retaliation for her sexual harassment complaint.
Attorneys For Sexual Harassment Victims
The EEOC is the administrative agency of the United States charged by federal law with interpreting and enforcing federal employment and labor laws making sexual harassment and retaliation unlawful discriminatory employment practices. As part of its statutory mission to eliminate unlawful discriminatory employment practices from the American workplace, the EEOC files lawsuits on behalf of employment discrimination victims, including sexual harassment and retaliation victims.
In a press release issued by the EEOC on December 16, 2020 regarding the case, a regional attorney for the EEOC’s Chicago District Office, Gregory Gochanour, explained that “no one should be subjected to the kind of harassment this woman faced, and no one should be terminated for having the courage to report it.” In commenting on the case, the Director of the EEOC’s Chicago District Office, Julianne Bowman, stated that “sex harassment interferes with workers’ ability to succeed, as does the termination of workers who have the temerity to complaint.” “The agency is determined to eradicate sex discrimination,” Ms. Bowman added, “and hopes this case will serve as a warning to employers to monitor their workplaces for harassment and respond appropriately to complaints.”
Inverness, FL Sexual Harassment Lawyers
Based in Ocala, Florida and representing employees throughout Central Florida, our Citrus County, Florida attorneys for sexual harassment victims have dedicated their practice to representing employees required to work in a sexually hostile work environment. If you have been subjected to unwanted sexually harassing behavior at work or have questions about your protection against sexual harassment in the workplace, please contact our office for a free consultation with our Inverness, Florida lawyers for sexual harassment victims. Our employment and labor law attorneys take sexual harassment cases on a contingency fee basis. This means that there are no attorney’s fees incurred unless there is a recovery and our attorney’s fees come solely from the monetary award that you recover.
