Maryland Civil Lawyers make note: Golden Entertainment, Inc., the former owner and operator of Rocky Gap Casino in Flintstone, Maryland, has reached an agreement with the U.S. Equal Employment Opportunity Commission (EEOC) to settle a sexual harassment and retaliation lawsuit. As per the settlement, the company will pay $100,000 and institute comprehensive sexual harassment prevention training for its managers, supervisors, and employees, among other relief measures.
The lawsuit, filed by the EEOC, alleges that a male bartender at Rocky Gap Casino subjected a female bartender to sexual harassment, which involved making sexual comments and groping her buttocks. Despite the female bartender’s complaints to her supervisors, the casino persisted in assigning her to work with the harasser, leading to continued harassment. The male bartender even made explicit threats to the female bartender, indicating that he believed he would face no consequences for his actions. Eventually, after further complaints, the casino reassigned the female bartender to a less desirable position, ultimately prompting her departure from the company.
Such behavior is in violation of Title VII of the Civil Rights Act of 1964, which prohibits sexual harassment in the workplace. The EEOC filed the lawsuit (EEOC v. Golden Entertainment, Inc., Civil Action No. 1:20-cv-02811-LKG) in the U.S. District Court for the District of Maryland, Northern Division, following unsuccessful attempts at reaching a pre-litigation settlement through voluntary conciliation.
In addition to the $100,000 monetary relief awarded to the female bartender, a three-year consent decree has been established to address the issues raised in the lawsuit. Under this decree, the company is barred from engaging in sexual harassment and must develop an enhanced sexual harassment policy, including clear procedures for reporting and investigating incidents of harassment. Furthermore, the company is obligated to provide regular reports to the EEOC regarding its handling of sexual harassment complaints.
Maryland Civil Lawyers further note that Debra M. Lawrence, Regional Attorney for the EEOC, emphasized the importance of vigilance among managers in the hospitality industry in protecting employees from sexual harassment. She highlighted the need for clarity in distinguishing between a relaxed, friendly atmosphere and behavior that constitutes harassment, stating that the latter cannot be tolerated or ignored.
Rosemarie Rhodes, Director of the Baltimore Field Office for the EEOC, underscored the necessity for thorough investigations into reports of sexual harassment in the workplace. She stressed that such investigations should include interviews with all relevant parties and witnesses, as well as a review of any available physical evidence, such as security camera footage.