Making a charge of sexual harassment isn’t easy, but it’s especially difficult for younger women who are new to the workplace. We recently reported on a case of a teenager who was fired after making a complaint of sexual harassment in her workplace. The EEOC filed a lawsuit on her behalf against franchisors of Shane’s Rib Shack. The franchisors have agreed to pay $56,000 and to provide injunctive relief to settle that lawsuit.
Restaurant violated federal law
The EEOC contend that Shane’s Rib Shack violated Title VII of the Civil Rights Act of 1964 when a teenager, a college freshman, was subjected to harassment from an older male manager. He would make comments about her appearance and his feelings for her. The manager would corner her in the restaurant in places without cameras and demand a hug from her. She complained to her supervisor many times, but no action was taken against the manager. Finally, she was terminated.
Lawsuit resolved
Shane’s Rib Shack will pay monetary relief to the victim as part of the settlement. The court-approved consent decree requires the company to revise their policies pertaining to anti-harassment and anti-retaliation, to post notices of the settlement, and to provide specialized training for supervisors, managers, and employees. In addition, the company will report to the EEOC for two years regarding any sexual harassment complaints.
Sexual harassment rampant in hospitality industry
Darrell Graham, district director of the Atlanta office, said, “It can be difficult for employees to report sexual harassment to their employers. This is especially true for very young people, especially teenagers. When they choose to do so, they should be supported, not punished.”
Sexual harassment is a big problem in restaurants, from both customers and other employees. Some call it a pervasive issue. Many workers do not feel as if they can speak out, due to low wages, long hours, and younger workforce. Some young workers feel as if sexual harassment must be tolerated, just to maintain their job. Employers must be held responsible for creating a harassment-free workplace for these vulnerable workers.
