The Equal Employment Opportunity Commission (EEOC) charged Doubletree Hotel in Jefferson City, Missouri, with a Sexual Harassment Lawsuit. Vinca Enterprises, Inc. operates this DoubleTree Hotel location.
(Press Release 8-05-2020)
The charge stated that a male room inspector sexually harassed a female housekeeper. The EEOC further alleges that the DoubleTree Hotel operator, Vinca Enterprises, Inc., did not investigate or stop the inspector’s behavior. The room inspector regularly engaged in unwanted physical contact and made offensive sexual comments to her.
Employers are liable and responsible for recognizing and stopping sexual harassment in the workplace.
Civil Rights Act of 1964, Title VII prohibits sexual harassment and retaliation in the workplace.
The EEOC Lawsuit
- EEOC’s suit filed in U.S. District Court for the Western District of Missouri (Equal Employment Opportunity Commission v. Vinca Enterprises, Inc., Civil Action No. 2:20-cv-04021-NKL)
- The EEOC’s suit alleges that Vinca Enterprises, Inc.’s owner and management were fully aware of the inspector’s sexual harassment and failed to investigate the situation or stop the behavior.
EEOC’s Sexual Harassment Lawsuit Settlement
- $45,000 Settlement
- Furnish other relief
- Change in Policy and Procedures
Related Article: McDonald’s Franchisee $12,500 EEOC Sexual Harassment Settlement
Settlement Takeaway and Call to Action
Employers are responsible for their employees. Unfortunately, sexual harassment continues to occur daily in the workplace. It is critical to recognize sexual harassment and to take immediate steps to stop the behavior. Unfortunately, many sexual harassment complaints come as a complete surprise to the accused. Sexual harassment training is so vital to employees and the company.
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.
CRI offers sexual harassment training courses that are fully compliant with state and federal laws.
All courses are available online and accessible via computer, smartphone, or tablet.