Tag: sex discrimination

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$1.6 Million Payout in Sex Discrimination Lawsuit

Battling sex discrimination to make our world more inclusive.

Security Engineers, Inc., a prominent security solutions provider based in Alabama, has been compelled to pay a staggering $1.6 million to settle a deeply concerning sex discrimination lawsuit. This lawsuit accused the company of fostering a pervasive culture of systemic sex discrimination throughout Alabama, revealing a troubling pattern of systematically denying women, including respected military veterans, access to security officer positions and vital assignments solely based on their gender.

Allegations surfaced that the company explicitly designated certain jobs as “male-only,” objecting to female applicants regardless of their exceptional qualifications and extensive experience. Disturbingly, an internal investigation revealed that the company’s human resources database contained explicit discriminatory directives, including alarming notes like: “DO NOT schedule a female for this post” and “Post is MALE ONLY!”

According to the lawsuit, these egregious practices have perpetually obstructed women’s rightful opportunities to excel in security roles, even when they possessed significant qualifications in fields such as security, law enforcement, or military service.

These actions are in direct violation of Title VII of the Civil Rights Act of 1964, a pivotal federal law that prohibits employment discrimination based on sex.

The case, formally referred to as EEOC v. Security Engineers, Inc., was filed in the U.S. District Court for the Northern District of Alabama. The resolution of this lawsuit not only mandates the hefty $1.6 million payout, which will be allocated by the Equal Employment Opportunity Commission (EEOC) to the affected class of women who were unjustly denied security officer roles, but also enforces critical changes within the company.

Beyond the financial restitution, the settlement requires Security Engineers to permanently cease all forms of sex-based discrimination and explicitly forbids the company from accommodating any discriminatory requests from clients. Future hiring decisions will be mandated to be based solely on qualifications, devoid of any gender considerations, and all existing directives that suggest otherwise must be eradicated. The decree further stipulates comprehensive training, vigilant monitoring, and regular reporting to ensure enforcement and compliance.

This case serves as a powerful reminder of the paramount importance of upholding federal employment laws and highlights the essential role of legal advocacy in combating discrimination. If you, a friend, or a family member suspect that you are experiencing sex discrimination in your workplace, it is vital to consult with an experienced sex discrimination attorney. The outcome of the Security Engineers, Inc. case underscores the legal protections available against such discriminatory practices and reinforces the critical need to stand resolutely against all forms of discrimination.

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$20,000 Sexual Harassment / Retaliation Case Settlement with Bojangles Restaurants, Inc

Sexual harassment causes long term damage to the victims psyche.

U.S. Equal Employment Opportunity Commission Settles Federal Charges Female Employee Was Sexually Harassed, Then Transferred and Denied Promotional Opportunity Because She Complained

Bojangles’ Restaurants, Inc., a Delaware corporation operating in Greensboro, North Carolina, has been ordered to pay $20,000.00 and provide other relief as part of a settlement agreement with the U.S. Equal Employment Opportunity Commission (EEOC) to resolve a sexual harassment and retaliation lawsuit.

The EEOC’s lawsuit alleges that a female team member at a Bojangles fast food restaurant in Greensboro was subjected to severe sexual harassment from March 2020 to June 2020 by the restaurant’s general manager, who made numerous sexual remarks and inappropriately touched and grabbed her. The employee was then denied the opportunity to participate in a management training program and was transferred to a different location as retaliation after complaining about the general manager’s conduct.

This type of alleged behavior is in violation of Title VII of the Civil Rights Act of 1964, which prohibits sexual harassment in the workplace and prohibits retaliation against employees who oppose sexual harassment.


Employees have a right to be free from sexual harassment in the workplace. Employers cannot tolerate such conduct or allow managers to retaliate against employees for reporting the harassment.

The EEOC filed suit in U.S. District Court for the Middle District of North Carolina (Equal Employment Opportunity Commission v. Bojangles’ Restaurants, Inc., Civil Action No.: 1:22-cv-00739) after first attempting to reach a pre-litigation settlement through its voluntary conciliation process.

As part of the two-year consent decree, which applies to specific restaurants, Bojangles is required to pay $20,000.00 in damages to the affected employee, train managers and employees on sexual harassment, refrain from discriminating against employees on the basis of sex, including in the administration of management training programs, and refrain from retaliating against employees who complain of sexual harassment.

Bojangles has also agreed not to rehire the offending manager. “Employees have a right to be free from sexual harassment in the workplace,” said Melinda C. Dugas, regional attorney for the Charlotte District. “Employers cannot tolerate such conduct or allow managers to retaliate against employees for reporting the harassment.”

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Sexual Harassment and Retaliation Suit Settles for $60,000

Burger King

Burger King Franchise to Pay $60,000 to Settle EEOC Sexual Harassment and Retaliation Suit

Employer Allowed Abuse of Pregnant Employee and Fired Her After She Complained, Federal Agency Charged

ASHEVILLE, N.C. – North Georgia Foods, Inc., a Georgia-based company operating several Burger King restaurants, including one in Murphy, North Carolina, has agreed to pay $60,000 and provide other relief to settle a sex harassment, retaliation, and pregnancy discrimination lawsuit brought by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced today.

According to the EEOC’s complaint, from at least August 2018 through approximately July 2019, a team member at North Georgia Foods’ Murphy, North Carolina location was sexually harassed by a male assistant manager. The harassment included vulgar sexual comments, threatening behavior, and unwelcome sexual touching. The team member complained multiple times and asked not to work alone with the male assistant manager. North Georgia Foods did not take action to stop the harassment but instead removed the team member from the schedule completely in June 2019. The company refused to communicate with the team member and later refused to reinstate her employment. The EEOC also alleged the team member was discriminated against because of her pregnancy.

This alleged conduct violates Title VII of the Civil Rights Act of 1964 (Title VII), which protects employees from sex-based harassment in the workplace. The EEOC filed suit (EEOC v. North Georgia Foods, Inc, d/b/a Burger King, Case No. 1:22-cv-00049) in the United States District Court for the Western District of North Carolina after first attempting to reach a pre-litigation settlement via its voluntary conciliation process.

The outcome of this case demonstrates that employers who ignore complaints of sex-based harassment in the workplace or retaliate against employees for asserting their rights under Title VII will be held accountable.

The suit was resolved by a two-year consent decree that prohibits North Georgia Foods from discriminating and retaliating against employees in violation of Title VII.  North Georgia Foods must also prominently post a telephone number for an off-site reporting official, revise its written anti-discrimination policies, and train employees on the process for reporting complaints of discrimination and the requirements of Title VII, including its anti-retaliation provisions.

“The outcome of this case demonstrates that employers who ignore complaints of sex-based harassment in the workplace or retaliate against employees for asserting their rights under Title VII will be held accountable,” said EEOC Regional Attorney Melinda C. Dugas.

The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employment discrimination. The EEOC’s Charlotte District is charged with enforcing federal employment discrimination laws in North Carolina, Virginia, and South Carolina.

More information is available about sexual harassment is available at https://www.eeoc.gov/sexual-harassment .