![]() ![]() 29, 2017, resolved April 5, 2019)ĮEOC filed this lawsuit alleging that defendant, the operator of five auto repair stores in Colorado, did not hire Charging Party because of her gender identity. Defendant was required to maintain policies against discrimination in English and Spanish emphasizing sex harassment and to provide training on harassment based on sexual orientation.ĮEOC v. The 3-year consent decree provides $40,000 to Charging Party and one claimant and enjoins sex-based harassment and retaliation. ![]() Two of Charging Party’s coworkers were subjected to similar comments because they defended or were friendly with Charging Party. Charging Party repeatedly complained about the harassment, but it continued. The owner and the general manager of the restaurant participated in the harassment. He began working for defendant as a server in 2013 and coworkers immediately subjected him to physical threats, anti-gay epithets and slurs, disparaging remarks, bullying and taunting, and ridicule of his mannerisms, demeanor, and appearance. The harassment was exacerbated by knowledge that Charging Party participated in several drag shows at the restaurant, dressed as a woman. 8, 2019)ĮEOC filed this lawsuit alleging that defendant, a Tex-Mex restaurant in Gainesville, Virginia, subjected Charging Party to harassment based on his sexual orientation and that two coworkers were subjected to a hostile work environment based on their association with Charging Party. Mejia Corporation d/b/a El Tio Gainesville (E.D. Defendant issued policies against sex discrimination, including based on transgender status, and was required to provide all employees with training on sex discrimination, including transgender discrimination and sex-based stereotyping.ĮEOC v. The decree enjoins firing employees based on transgender status and providing employees with unequal clothing benefits based on sex. The decree also provides a total of $3,705 for clothing allowances denied to female front-facing employees. The 3-year consent decree provides for $130,000 in trust to Charging Party’s estate, and $120,000 to the ACLU as representative of Charging Party’s estate, which intervened. In June 2020, the Supreme Court affirmed. ![]() The Commission filed suit in 2014, and in March 2018, the Sixth Circuit ruled that Title VII’s sex discrimination provision protected transgender individuals, and that Charging Party was unlawfully fired. In 2013, two weeks after Charging Party informed defendant she was transitioning from male to female and intended to dress as a female at work, defendant’s owner told her that was unacceptable and discharged her. Charging Party was hired in 2007 as a funeral director/embalmer. 30, 2020)ĮEOC filed this lawsuit alleging that defendant, a Detroit-based funeral home company, discharged Charging Party because of her gender identity, and failed to provide female public contact employees a clothing allowance provided to male public contact employees. ![]() Defendants were required to implement an antidiscrimination policy focusing on sex-based harassment and will provide trainings on sex-based harassment.ĮEOC v. The 3-year consent decree provides for $175,000 in compensatory damages ($45,000 to Charging Party and $130,000 to five other claimants) and enjoins sex-based harassment and retaliation. The GM was terminated in October 2019, a year after the first complaints and only after defendants received notice of the charge of discrimination. Between 20, employees complained to company officials about the GM’s sexually offensive conduct, but the conduct continued. Their supervisor, the store’s male general manager (GM), was aware that Charging Party was gay and subjected Charging Party and female employees to unwelcome touching, sexually explicit comments, and nude cell phone pictures. The claimants worked as patient services providers, stocking displays, assisting customers, and ringing up sales. 21, 2020)ĮEOC filed this lawsuit alleging that Nature’s Medicine, a retail distributor of medical cannabis products, and Amma Investment Group, a provider of HR and payroll functions, subjected the male Charging Party and female employees to a hostile work environment based on sex. Amma Investment Group, LLC, and Maryland Health Management, LLC d/b/a Nature’s Medicine (D. Some of these include: Litigation Resolved CasesĮEOC v. EEOC litigators have filed lawsuits and amicus curiae briefs in various courts addressing a multitude of issues related to workplace discrimination based on sexual orientation and gender identity. ![]()
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