On September 29, 2006, the Tampa office of the Equal Employment Opportunity Commission filed a lawsuit under Title VII against Taco Bell of America in the U.S. District Court for the Middle District of Florida. The EEOC alleged that the defendants had violated the rights of the complainant, who ...
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On September 29, 2006, the Tampa office of the Equal Employment Opportunity Commission filed a lawsuit under Title VII against Taco Bell of America in the U.S. District Court for the Middle District of Florida. The EEOC alleged that the defendants had violated the rights of the complainant, who worked in one of their restaurants, by allowing him to be sexually harassed by his supervisor.
On October 25, 2006, the complainant filed a motion to intervene in the case. That motion was ultimately granted by the court, and the complainant filed an intervenor complaint alleging that the defendants had violated the Florida Civil Rights Act and the Florida Whistleblower Act.
On June 13, 2007, the case settled at mediation, and the parties filed a consent decree with the court. On August 9, 2007, the court approved the consent decree and closed the case. Under the terms of the consent decree, the defendant agreed to pay the complainant $76,050.00 in uncategorized damages. Both sides agreed to pay their own attorney's fees. The defendants agreed to post and distribute to all employees a notice of their right to work in a place free from harassment or retaliation. The defendant agreed to discipline the supervisor who perpetrated the harassment, including putting a letter of reprimand in her personnel file. The defendants agreed to conduct annual training (via video) of all managers and supervisors in the Lakeland Area, with specific emphasis on recognizing harassment, acts that could constitute retaliation, and the proper procedure to follow if they encounter harassment in the workplace or if they receive complaints of discrimination. The defendants agreed to provide the EEOC with two weeks notice of all management training sessions, to forward them copies of all materials to be used, and to allow the EEOC to attend all training sessions. The defendants agreed to make reports every 180 days to the EEOC, certifying that they were in compliance with all terms of the decree. The reports were to include the contact information for all individuals who had complained of harassment or retaliation within the reporting period, as well as a full report of all actions taken by the defendants to handle those complaints. The defendants agreed to retain all records of complaints and investigations regarding complaints of harassment or retaliation.Justin Kanter - 05/03/2008