In this case the EEOC charged that a male employee at a Regal theater in Marina del Rey, Calif., a section of Los Angeles, was subjected to a sexually hostile workplace by a female co-worker who repeatedly grabbed his crotch. When the male victim and his direct supervisor complained to the theater� ...
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In this case the EEOC charged that a male employee at a Regal theater in Marina del Rey, Calif., a section of Los Angeles, was subjected to a sexually hostile workplace by a female co-worker who repeatedly grabbed his crotch. When the male victim and his direct supervisor complained to the theater’s then-general manager, she failed to take adequate steps to stop or prevent the harassment. Instead, the EEOC said, she retaliated against the harassed employee and two other supervisory employees (male and female), who are part of the EEOC’s suit. The retaliation included unwarranted discipline, unfairly lower performance evaluations and/or stricter scrutiny of performance.
Sexual harassment and retaliation for complaining about it violate Title VII of the Civil Rights Act of 1964. The EEOC filed suit against Regal in 2006 in U.S. District Court for the Central District of California after first attempting to reach a pre-litigation settlement.
According to EEOC data, the percentage of men filing sexual harassment charges with the federal agency and state/local government agencies nationwide has increased over the past decade from 12 to 16 percent of all charges involving sexual harassment.
The case settled in November 2009. Regal Entertainment Group agreed to pay $175,000. In addition to the monetary relief, the consent decree settling the case required Regal Entertainment Group to: provide annual anti-discrimination training to its employees; closely track any future discrimination complaints to conform to its obligations under Title VII; and provide annual reports to the EEOC regarding its employment practices.
Erin Pamukcu - 02/07/2016
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