McDonald’s Franchisee $12,500 settlement for a Sexual Harassment Lawsuit
The Equal Employment Opportunity Commission (EEOC) charged Par Ventures, a McDonald’s Franchisee, with sexual harassment and assault by Male Supervisor.
- EEOC v Par Ventures, Inc. d/b/a McDonald’s, Civil Action No 5:19-cv-00341-FL
- A pre-litigation EEOC settlement was attempted before the lawsuit through a voluntary conciliation process.
The EEOC charged the corporation, Par Ventures, in violating federal law by subjecting a teenage employee to a sexually hostile work environment.
The EEOC’s lawsuit stated that a male supervisor subjected a 16-year old employee to sexual requests, sexual comments, and unwanted touching.
The EEOC announced the settlement on July 17th, 2020, that the agreement with the corporation will be of $12,500 with additional relief to settle the sexual harassment lawsuit. The other relief consists of the following:
- Five-year consent decree
- Revise the sexual harassment policy
- Post a notice regarding the lawsuit and employee rights for federal anti-discrimination laws
- Conduct annual sexual harassment training for all employees
- including requirements of Title VII of the Civil Rights Act of 1964
- prohibition against sexual harassment in the workplace
- company’s sexual harassment policy
- Employee complaints about sex-based conduct or comments must be reported to the EEOC
Youth at Work
This site has critical and relevant information for teens regarding employment discrimination, including:
- curriculum guides for students
- curriculum guides for teachers
- videos regarding rights and responsibilities
Protecting your Employees
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.