The 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 Settlement
 
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
 
The EEOC has created a unique website for workers entering the workforce http://www.eeoc.gov/youth/
 
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.