McDonald’s is generally associated with crispy French fries and young employees. In fact, the fast food industry is often a first work experience for teenagers and young adults. But even in the most recognizable of restaurant chains, sexual harassment remains an issue for vulnerable employees.
Case in point; Missoula Mac, Inc., a company that owns 25 McDonald’s restaurants in Wisconsin, settled a suit this week filed against them by the EEOC (Equal Employment Opportunity Commission) in federal court for sexual harassment and retaliatory conduct that occurred at their Reedsburg McDonald’s restaurant. Several of the harassment victims were teenagers.
The allegations of sexual harassment including sexual comments, touching of private anatomy, kissing, and the forcing of the women’s hands onto their male co-worker’s genitalia stemmed back to 2006. One of the women was forced to quit and two were fired after repeated complaints were made about their co-workers’ behavior.
Title VII of the Civil Rights of 1964 makes it unlawful under federal law to harass another person on the basis of their sex. This includes unwelcome sexual advances and sexual comments similar to those alleged by the female employees of the Reedsburg McDonald’s. Additionally, it is illegal for an employer to retaliate against an employee for reporting unlawful conduct. State’s laws also protect employees from harassment based on sex. An employment lawyer in Los Angeles can help you to understand your rights.
When there is a pattern or numerous complaints, the repercussions for an employer can be severe.
In the case of Missoula Mac, by agreeing to the settlement the company must now pay one million dollars to ten former employees as compensation for the sexual harassment and for retaliation. As a further condition of the settlement, the company must also institute heightened anti-harassment policies by creating a position to specifically handle future sexual harassment complaints, establishing a hotline for employee complaints, and conducting training sessions for managers and employees on employment rights and on how to handle sexual harassment problems.
In a statement made by Missoula Mac’s officials, the company did not dispute that “improper workplace conduct” occurred; they do, however, question the extent of the conduct. Ultimately, the company decided to settle rather than spend the time and expense to continue to litigate the matter in court.
EEOC General Counsel P. David Lopez stated that harassment cannot be tolerated against young workers and neither can it remain “part of the culture” of the restaurant industry. This case came to their attention after three of Missoula Mac’s Reedsburg female employees filed complaints, the EEOC then filed the civil rights case on the women’s behalf.
If you or anyone you know has suffered harassment in the workplace; consult an employment lawyer in Los Angeles, they can help.