Plastipak Packing Will Pay $90,000 To Settle EEOC Retaliation Suit
Baltimore- The EEOC has announced that Plastipak Packaging Inc. will pay $90,000 and furnish significant equitable relief to resolve a federal retaliatory discrimination lawsuit, the U.S. Equal Employment Opportunity Commission (EEOC). The EEOC charged that Plastipak fired a female employee, who had been placed by a temporary employment agency because she complained that one of its employees had sexually harassed her. Rather than investigating her complaint, The EEOC said the Plastipak terminated her assignment.
Conduct such as this violates Title VII of the Civil Rights Act of 1964, which prohibits sexual harassment and retaliation against individuals who complain about discrimination or harassment. The EEOC filed suit (EEOC v. Plastipak Packaging Inc., Civil ActionNo. 1:16-cv-03278) in U.S. District Court for the District of Maryland, Baltimore Division, after first attempting to reach a pre-litigation settlement through its conciliation process.
In addition to the $90,000 in monetary relief to the retaliation victim, the three year consent decree resolving the suit enjoins Plastipak from engaging in retaliation at it’s Havre de Grace Md., facility in the future. Plastipak will implement a detailed policy prohibiting sexual harassment and retaliation. Plastipak will train all mangers, supervisors and employees on preventing sexual harassment and retaliation. The training will also emphasize mutual respect in the workplace and train employees to respond appropriately when they are bystanders to unacceptable behavior. The consent decree requires Plastipak to report to the EEOC on how it handles any internal complaints of unlawful sexual harassment or retaliation and to post a notice regarding the settlement.
All employees, including temporary workers, have the right to earn a living without being subjected to sexual advances and to exercise their right to oppose unlawful harassment without being fired,” said EEOC Philadelphia Director Jamie R. Williamson.
EEOC Regional Attorney Debra M. Lawrence added,
We are pleased that Plastipak worked with us to reach an amicable settlement. This settlement, including the comprehensive injunction provisions, policy changes and training requirements, should create a more respectful workplace and ensure that all employees are protected from unlawful harassment or retaliation.”
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Employers must provide a safe and secure workplace for their employees. Being safe and secure includes preventing sexual harassment at work. Workplace harassment is any unwanted activity in a workplace setting to make an employee feel uncomfortable and can include verbal or physical interactions. Sexual harassment is prohibited under the same laws that prohibit other types of discrimination, such as religious or race-based discrimination. Sexual harassment is defined as unwelcome sexual advance or conduct on the job that creates a hostile, offensive, or intimidating workplace environment. Sexual harassment can take many forms, and both men and women can be the victim of sexual harassment.
Workplace harassment is any unwanted activity in a workplace setting to make an employee feel uncomfortable and can include verbal or physical interactions.
Sexual harassment is any unwanted sexual attention, such as sexual advances, request for sexual actions, inappropriate comments, and inappropriate touching.
If you ever feel uncomfortable at work, don’t be afraid to speak up or speak with one of our staff members. Workplace harassment and sexual harassment should not be taken lightly, and with the help of Jones Brown Law, it can be easily handled. CLICK HERE to contact Jones Brown PLLC.