$315,000 EEOC Sexual Harassment Settlement

Angry boss scolding or firing upset intern in multiracial office

The Equal Employment Opportunity Commission (EEOC) settles with HM Solutions, Inc. for $315,000. The Federal Agency charged HM Solutions with a sexual harassment and retaliation lawsuit due to subjecting female employees to repeated sexual harassment by a shift supervisor and an account manager.

According to Title VII of the Civil Rights Act of 1964, sexual harassment is a form of sex discrimination and prohibits employers from retaliating against employees who complain about discrimination in the workplace.

HM Solutions, Inc. provides industrial and commercial janitorial services based in Greenville, S.C.

HM Solutions, Inc. violated federal law by subjecting four employees to a sexually hostile work environment. Even though the women complained to management, the harassment continued, and they were consequently fired in retaliation.

EEOC’s Lawsuit

The EEOC’s lawsuit stated that four female employees worked for HM Solutions between July 2015 and March 2017. Their job duties were general housekeeping tasks. They cleaned up mercury and lead contamination at a client’s battery recycling facility in Florence, S.C.

(United States, District of South Carolina, Florence Division, Civil Action No. 4:19-cv-02043-SAL-KDW)
In addition to the $315,000 settlement, the company entered into a two-year consent decree that requires the following:
  • develop an auditing process to identify and address incidents of sexual harassment and retaliation
  • provide annual sexual harassment training to all employees
  • revise anti-harassment company policy
  • provide periodic reports of all complaints regarding sex-based conduct or comments to the EEOC
Protect and Train Employees
  • how to prevent sexual harassment
  • how to stop sexual harassment
  • how to report sexual harassment
  • recognize various types of harassment
Sexual Harassment Training is mandatory in several states. California state law (Senate Bill 1343) requires training every two years. New York state law (Section 201-g) of the labor law requires training on an annual basis.
Career Resources, Inc. (CRI) has been keeping companies across the nation compliant with state and federal laws and regulations for over 40 years.
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