On July 17, 2007, the EEOC brought a claim in the United States District Court for the Middle District of Pennsylvania under Title VII of the Civil Rights Act of 1964 and Title I of the Civil Rights Act of 1991 on behalf of an aggrieved female employee. The EEOC alleged that Defendants, Northwest ...
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On July 17, 2007, the EEOC brought a claim in the United States District Court for the Middle District of Pennsylvania under Title VII of the Civil Rights Act of 1964 and Title I of the Civil Rights Act of 1991 on behalf of an aggrieved female employee. The EEOC alleged that Defendants, Northwest Savings Bank and Northwest Bancorp., Inc. ("Northwest"), engaged in unlawful employment practices that discriminated on the basis of sex; this included creating a hostile work environment, as well as retaliation resulting in the employee's constructive discharge. The EEOC sought injunctive as well as monetary relief.
Specifically, the complaint claimed that the employee was subjected to sexual harassment through constant sexually offensive comments, innuendo and inappropriate touching from Northwest's general manager. No remedial action was taken even after the employee's complaints. These complaints allegedly resulted in the employee's transfer, though it was to a location requiring more travel time. Further, the EEOC claims the employee was subject to retaliation at the new location, as the District Manager there disclosed and trivialized the intimate details of the transfer to other employees.
On August 23, 2007, the District Court (Judge Christopher C. Conner) granted the employee's motion to intervene as plaintiff, for there is a statutory right of aggrieved individuals represented by the EEOC to do so.
The District Court (Judge Conner) then dismissed the claims and approved a settlement between the parties under a consent decree on June 26, 2008. First, the decree generally enjoined Northwest from further violations of Title VII. Northwest also agreed to pay the aggrieved employee a total sum of $125,000. The decree further required Northwest to post a notice of the decree in all of their branches and distribute a policy against discrimination, harassment, and retaliation to their employees. Additionally, the decree set out a training and disciplinary program for all supervisors regarding discrimination issues. The consent decree was to remain in effect for a period of 2 years.
Adam Teitelbaum - 03/21/2010
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