On August 3, 2003, the Philadelphia office of the Equal Employment Opportunity Commission filed a lawsuit under Title VII against Shahil, Inc. (doing business as Dunkin Donuts/Baskin Robbins) in the U.S. District Court for the Eastern District of Pennsylvania. The EEOC alleged that the defendants ...
read more >
On August 3, 2003, the Philadelphia office of the Equal Employment Opportunity Commission filed a lawsuit under Title VII against Shahil, Inc. (doing business as Dunkin Donuts/Baskin Robbins) in the U.S. District Court for the Eastern District of Pennsylvania. The EEOC alleged that the defendants had violated the rights of six female employees by subjecting them to sexual harassment and sexual assault in the workplace at the hands of their supervisor.
On September 18, 2006, one of the complainants intervened as a plaintiff in the lawsuit. The court granted her the right to intervene on November 16, 2006. On February 12, 2008, the parties entered into a consent decree, and the court signed it. Under the consent decree, the defendants agreed to pay the intervening plaintiff's counsel $1000.00 in fees. The defendants also agreed to pay the complainants $44,000.00 in compensatory damages.
Under the decree, the defendants were enjoined from subjecting their female employees to sexual harassment and from subjecting them to retaliation for complaining of harassment. They agreed to expunge the employment records of all of the complainants from any mention of this lawsuit, and they agreed not to make any mention of the events involved in this lawsuit to any future potential employers that contact them about these complainants. They agreed to promulgate an anti-discrimination policy for their business, and to post and distribute notice of this new policy to all employees. The defendants agreed to conduct annual EEO training for all employees who worked at the Leola facility, with an emphasis on what constitutes sexual harassment in the workplace, how to keep Shahil free of harassment, and what constitutes unlawful retaliation. The defendants agreed to provide a copy of all materials used at the training session to the EEOC. The defendants agreed to allow the EEOC to send a representative onto their premises to ensure that they had complied with all of the terms of the consent decree. The defendants were also to certify in writing to the EEOC with 5 days of each training session.that they had completed the required annual training. The defendants agreed to make any reports of complaints and investigations available to the EEOC within 10 days of a request to see them.Kristen Sagar - 05/14/2008