Star Tribune Company to Pay Over $300,000 for Alleged Sexual Harassment

 
Tuesday, March 31, 2009
 
The United States District Court for the District of Minnesota has approved as final a proposed settlement of a sexual harassment lawsuit by the U.S. Equal Employment Opportunity Commission (EEOC) against The Star Tribune Company for more than $300,000 and significant remedial relief, the EEOC announced. The suit was filed on behalf of female employees at the plant which produces The Star Tribune newspaper, one of the nation's largest papers.

According to the EEOC's suit, The Star Tribune created a sexually hostile work environment at its Heritage Production Facility mail room for two named women who had filed charges with the EEOC, and a class of similarly situated women. The jobs held by the women involved compiling newspapers and placing inserts into them -- a historically male-dominated position. The harassment of the women included vulgar comments, dirty jokes and sex-based statements, the EEOC said in the suit, filed in September 2008 under Title VII of the Civil Rights Act (Civil Action No. 08-cv-5297).

Under the consent decree, recently approved by Judge Ann D. Montgomery, The Star Tribune will pay between $305,000 and $325,000, depending on the number of women who step forward. The monetary allocation applies to female employees in the mail room at the Heritage Production Facility between August 2005 and the present. The EEOC notified the women receiving distributions under the proposed settlement of the amount of the proposed distribution and told them of their right to object to the settlement. There were no objections.

As part of the consent decree, The Star Tribune also agreed to substantial equitable relief to create a discrimination-free workplace going forward. The EEOC shall maintain oversight on the compliance over the decree's two-year term. The non-monetary relief agreed to by the company includes:

* An injunction against sex harassment or retaliation of its female employees in the mail room;
* Employing a supervisor or manager for the mail room for every shift;
* Employing a human resources representative who will have responsibility for the human resource function for the mail room, including monitoring and resolving complaints of employees on working conditions in the mail room; and
* Providing annual training on preventing sexual harassment and retaliation to its mail room managers and supervisors during the decree's term.
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