$363,419 to be Paid by Wal-Mart to Settle Sexual Harassment Lawsuit Against Intellectually Disabled Employee

Thursday, March 27, 2014

Question:  Would sexual harassment training have prevented this case?  See our trainings at http://www.hrclassroom.com.

Wal-Mart Stores East, L.P., part of the nation's largest retail chain, has agreed to pay $363,419 and commit to significant injunctive relief to settle a sexual harassment and retaliation lawsuit brought by the U.S. Equal Employment Opportunity Commission (EEOC).

According to the EEOC's suit, Wal-Mart violated federal law by allowing a co-worker to sexually harass Jamie Wells, an intellectually disabled employee at Walmart store #1911 in Akron, Ohio. The EEOC alleged that this harassment continued for several years, despite the knowledge of several members of store management. The store fired Wells shortly after she made a formal complaint about the harassment to management.

Sex discrimination, including sexual harassment, and retaliation against persons who oppose discrimination, violate Title VII of the Civil Rights Act of 1964. The EEOC filed suit on April 10, 2013 (No. 5:13-cv-795-SL) in U.S. District Court for the Northern District of Ohio after first attempting to reach a pre-litigation settlement through its conciliation process.

As part of the consent decree settling the suit, Wal-Mart will pay $363,419 to settle Wells' case. This amount constitutes full back pay and $295,000 in compensatory damages, which nearly approaches the $300,000 cap on such damages imposed by the 1991 Civil Rights Act. In addition to the monetary relief, the settlement requires Wal-Mart to provide sexual harassment training to managers at store #1911 and to human resources managers responsible for that store. The training will include instruction on how to prevent the sexual harassment of intellectually disabled employees, including by working with job coaches and vocational counselors who interact with Wal-Mart on behalf of such employees. Also as part of the settlement, the company must post a notice in the workplace explaining employee rights and employer obligations under Title VII, and it must submit reports to the EEOC during regular intervals throughout the decree's three-year duration.

Wal-Mart Stores East, L.P., of Bentonville, Ark., operates Wal-Mart's retail stores in the Eastern United States.

Eliminating policies and practices that discourage or prohibit individuals from exercising their rights under employment discrimination statutes, or that impede the EEOC's investigative or enforcement efforts, is one of six national priorities identified by the EEOC's Strategic Enforcement Plan (SEP).

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