EEOC Vs. South Loop Club
South Loop Club
Employment laws were created to provide protection for employees in the workplace. The original intent is to keep the workplace free from any types of unfair practices. Various types of discrimination are just one area in which employment laws provide protection. Employment lawyers such as Tayeb Hyderally handle many different types of cases each and every year including cases involving discrimination and retaliation. Retaliation involves negative actions which are made toward an employee for opposing any form of discrimination or for participating in any type of proceedings which concern workplace discrimination. These types of actions can include termination, demotion, or reassigning an employee to a less prestigious position. When retaliation occurs as a result of reporting discrimination, employment lawyers like Tayeb Hyderally can successfully litigate on behalf of the employee. In this case where sexual harassment was reported, retaliation was going unchallenged and then the EEOC stepped in.
EEOC vs. South Loop Club
The South Loop Club is a bar and Grill located at 701 S. State St. in Chicago. The EEOC alleged that the club was fostering a culture which was conducive to sexual harassment. This type of behavior as well as retaliation against its female employees was going unchecked. The EEOC tried to reach a settlement prior to beginning litigation, but filed suit after these attempts failed. The suit was filed under the Title VII of the Civil Rights Act of 1964. This law prohibits all forms of sexual discrimination and sexual harassment along with retaliation. The case was filed in the US District Court for the Northern District of Illinois, Eastern Division. The suit was quickly settled almost as soon as it was filed and the South Loop Club chose to settle the case even before answering the complaint.
Terminated as Retaliation
Abigail Goss, Shannon Flynn, Iris Spivak and Lisa Wagman alleged that they were subjected to repeated sexual harassment while working at the South Loop Club in Chicago, Illinois. When they complained that the workplace had become a hostile environment, they were terminated. The EEOC stated that this was a case of retaliation for opposing sexual harassment and gender based discrimination in the workplace.
The Club’s Responsibility
Just because the workplace in this situation is a bar setting, it does not mean that sexual harassment or discrimination should be allowed or encouraged. Even in this type of environment, women are a protected class and sexual harassment is still illegal and punishable by law. The Court ordered that the club pay $100,000 in monetary relief to victims. South Loop Club also has to report all employee complaints regarding sexual harassment or gender based harassment as well as retaliation for the next two years. The club is also required to train all employees about how to prevent and eradicate harassment and retaliation. South Loop Club is also required to develop new policies regarding these types of misconduct. The court decree is specific in that it states that the club cannot forbid the recipients of the settlement funds from discussing the case. They are allowed to reapply for positions at the company should they wish to do so and the victims are not required to waive any of their rights to file further charges with other government agencies. These court actions are significant according to the EEOC’s regional attorney, John Hendrickson. He stated that the settlement is a success since it provides immediate relief for the affected victims; but it also reduces the chances of these types of problems recurring in the future. The company will prevent future problems through proper training, reporting and changes in their workplace policies.
EEOC vs. South Loop Club
The South Loop Club is a bar and Grill located at 701 S. State St. in Chicago. The EEOC alleged that the club was fostering a culture which was conducive to sexual harassment. This type of behavior as well as retaliation against its female employees was going unchecked. The EEOC tried to reach a settlement prior to beginning litigation, but filed suit after these attempts failed. The suit was filed under the Title VII of the Civil Rights Act of 1964. This law prohibits all forms of sexual discrimination and sexual harassment along with retaliation. The case was filed in the US District Court for the Northern District of Illinois, Eastern Division. The suit was quickly settled almost as soon as it was filed and the South Loop Club chose to settle the case even before answering the complaint.
Terminated as Retaliation
Abigail Goss, Shannon Flynn, Iris Spivak and Lisa Wagman alleged that they were subjected to repeated sexual harassment while working at the South Loop Club in Chicago, Illinois. When they complained that the workplace had become a hostile environment, they were terminated. The EEOC stated that this was a case of retaliation for opposing sexual harassment and gender based discrimination in the workplace.
The Club’s Responsibility
Just because the workplace in this situation is a bar setting, it does not mean that sexual harassment or discrimination should be allowed or encouraged. Even in this type of environment, women are a protected class and sexual harassment is still illegal and punishable by law. The Court ordered that the club pay $100,000 in monetary relief to victims. South Loop Club also has to report all employee complaints regarding sexual harassment or gender based harassment as well as retaliation for the next two years. The club is also required to train all employees about how to prevent and eradicate harassment and retaliation. South Loop Club is also required to develop new policies regarding these types of misconduct. The court decree is specific in that it states that the club cannot forbid the recipients of the settlement funds from discussing the case. They are allowed to reapply for positions at the company should they wish to do so and the victims are not required to waive any of their rights to file further charges with other government agencies. These court actions are significant according to the EEOC’s regional attorney, John Hendrickson. He stated that the settlement is a success since it provides immediate relief for the affected victims; but it also reduces the chances of these types of problems recurring in the future. The company will prevent future problems through proper training, reporting and changes in their workplace policies.