On January 21, 2005, the EEOC filed this sexual harassment and retaliation case against a New Orleans auto parts company. The claimant, who intervened, had complained to her Human Resources director that she was sexually harassed by her immediate supervisor, and by one of his subordinate employees. The harassment included innappropriate sexual statements, requests for dates, offers of money in exchange for sexual favors and innapropriate touching. As a result of her complaints, the employer transferred Ms. Harris to a less desirable work location.

After the Court denied the EEOC's Motion for Partial Summary Judgment, the parties entered a Consent Decree which required the defendant to pay the employee $75,000.00 and prohibited the Defendant from engaging in discrimination based on sex and retaliation for complaints of such discrimination. The employer agreed to provide the EEOC with three written reports at six-month intervals setting forth all complaints of harassment at its New Orleans facility and describing and documenting its responses to those complaints.

The Defendant futher agreed to fire the two men who were the subjects of the complaints and to put in place mechanisms to assure that neither of them will ever be hired by the Defendant to work in any capacity ever again.

The Consent Decree also required the Defendant to provide non-discrimination training for all its supervisory and managerial employees and to review its policies concerning sexual harassment and retaliation one year from entry of the Order to determine if any changes are warranted and, if so, to make those changes.

Denise Heberle - 01/04/2010


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