The U.S. Equal Employment Opportunity Commission (EEOC) recently targeted The Cleaning Authority-Fox Valley, an eastern Wisconsin cleaning service provider, alleging breaches of federal law. The suit alleges that the company created a hostile working environment for female employees and later dismissed them on the grounds of their opposition to sexual harassment.
The EEOC’s task is to enforce federal laws that make it illegal to discriminate against a job applicant or an employee due to that person’s race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability or genetic information. It is also unlawful to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.
In this case, the EEOC alleges that the company took adverse action against employees after they had complained about the offensive behavior. Not only were they subjected to sexual harassment, creating an intimidating, hostile, or offensive working environment, but their jobs were also threatened, leading to retaliatory termination. All forms of employment are covered by federal laws, including firing, hiring, promotions, harassment, training, wages, and benefits.
Read the full story at JD Supra.
- Termination or any other form of discriminatory employment decision can be legally classified as retaliation if it occurs because the employee opposed job discrimination or assisted with a job discrimination investigation or lawsuit.
- The allegation that The Cleaning Authority-Fox Valley subjected its female employees to a hostile work environment adds additional gravity to the case.
- The Cleaning Authority-Fox Valley has yet to present its defence or any contradictory evidence.
This case serves as a potent reminder to all employers, regardless of their industry, regarding the need to conform their policies and practices to federal non-discrimination laws. Employers should be vigilant in preventing sexual harassment and other discriminatory practices in their workplaces. They should also ensure that any allegations of such behavior are seriously investigated and not penalized.