The Equal Employment Opportunity Commission (EEOC) recently sent out a communication outlining three cases regarding harassment based on protected classes. In each of the cases, the EEOC attempted pre-litigation settlement through the EEOC conciliation process. The EEOC has since filed suit in each of the three cases: 

Case 1 allegations relate to a manager calling an employee a derogatory name, making other inappropriate comments, and grabbing the employee’s arm. 

Case 2 allegations relate to an owner subjecting a high-level manager to “numerous derogatory comments” and “frequent disparaging comments about Black customers and employees.”

Case 3 allegations relate to sexual harassment of employees by a co-owner or a restaurant.

In these cases, the EEOC cited the importance of the employer remaining vigilant in ensuring management (to include ownership) is not engaging in harassment, that employers promptly investigate the situation, and that procedures are put in place to immediately put a stop to any harassment.

The EEOC also cites EEOC statistics, stating that charges involving harassment have “jumped more than 28% to 31,354”and that charges involving retaliation are at a 31 year high at 46,000 nationally. The EEOC’s communication is a reminder that the accepted work culture is set at the top. If the organization’s ownership is interested in improving the organization’s work culture and their obligations as a manager or owner, Southwestern HR Consulting (SWHRC) can help. At SWHRC we have trainings and activities to address Respectful Workplaces. Contact us today to speak with a representative and learn about our services.

Written by | Magdalena Vigil-Tullar

HR Consultant | MBA, SPHR, SHRM-SCP, CLRP

Phone: 505-270-7494 | Email: magdalena@swhrc.com

PO Box 14274 | Albuquerque, NM 87191