A Crowell, Texas-based cap manufacturing
facility has agreed to settle a sexual harassment and constructive
discharge lawsuit filed by the U.S. Equal Employment Opportunity
Commission (EEOC), the agency announced.
The EEOC’s suit charged that Crowell Contract and Design, Inc.
subjected embroidery machine operator Deanna Collins to a sexually
hostile work environment created by the president and a co-owner of the
company, Timmy Christopher. According to the EEOC, Christopher would
tug on Collins’ pants and made multiple threats to Collins to pull down
her pants. He followed through with these threats when he pulled her
pants down in front of her co-workers, humiliating and embarrassing
her, the EEOC said. The continuing harassment, culminating in this
invasive behavior, forced Collins to resign her position, according to
the EEOC.
Sexual harassment violates Title VII of the Civil Rights Act of
1964. In February 2007, Collins filed a discrimination charge with the
EEOC, initiating an investigation by the agency’s Dallas District
Office. The EEOC filed suit (Civil Action No. 7-08-CV-0038-O) in U.S.
District Court for the Northern District of Texas, Wichita Falls
Division, after first attempting to reach a pre-litigation settlement.
“This settlement should serve as a notice to employers that the EEOC
does not consider the threat or the act of pulling a woman’s pants down
in the workplace to be a sophomoric prank,” said Robert A. Canino,
regional attorney for the EEOC’s Dallas District Office, whose
jurisdiction includes Crowell. “This kind of conduct is invasive,
offensive, and a violation of federal law.”
Under the settlement, Crowell Contract and Design has agreed to pay
Collins $21,500 and will take corrective measures, including providing
training to all its employees regarding the law against sexual
harassment and the proper procedures for investigating complaints of
discrimination. The company has also agreed to post a notice informing
its employees of the law and to whom they can complain if they believe
they have been harassed in the workplace. The company is also enjoined
from further discrimination on the basis of gender, including sexual
harassment, and from retaliating in any way against person for
reporting or complaining about discriminatory practices.
Devika Seth, senior trial attorney with the EEOC’s Dallas office,
said, “To have such a high-level official subject a subordinate
employee to such mistreatment has the potential to establish the
acceptance of such behavior in the workplace. We hope this settlement
shows that there will be accountability when such an abuse of power
occurs. We are proud that Ms. Collins came forward and asserted her
right to work in a harassment-free environment.”
During Fiscal Year 2007, the EEOC and state and local fair
employment practice agencies received a combined total of 12,510 sexual
harassment charge filings nationwide, the first annual increase since
FY 2000.
The EEOC enforces federal laws prohibiting employment
discrimination. Further information about the agency is available on
its web site at www.eeoc.gov.