Early in the month of January, the United States Equal Employment Opportunity Commission (EEOC) made the announcement that a sexual harassment complaint brought on behalf of fast-food workers in the states of California, Nevada, and Arizona will be settled for over two million dollars by a McDonald’s franchise owner named AMTCR. The McDonald’s franchisee who is headquartered in Arizona oversees the operation of 18 outlets.
According to the allegation made in the complaint, AMTCR has knowledge since 2017 that sexual harassment occurred at multiple sites but did nothing to stop the illegal behavior. The behavior, which primarily targeted adolescent workers, included inappropriate sexual advances, harsh language, unwanted touching, and intimidation by supervisors, coworkers, and managers.
Also included in the behavior was the use of intimidation. Even after being informed of the abusive behavior, AMTCR did not take the proper action to resolve the concerns, which resulted in a large number of personnel quitting their jobs.
Teenagers in the Workforce Are Among the Most Susceptible to Danger
According to the Equal Employment Opportunity Commission (EEOC), the actions of AMTCR violated Title VII of the Civil Rights Act, which prohibits sexual harassment in the workplace. When the agency’s attempt at pre-litigation reconciliation did not result in a settlement, the agency filed a lawsuit.
According to the Equal Employment Opportunity Commission, the agency continues to observe younger workers being harassed on the job. The organization claims that employers have the responsibility to establish a safe workplace for their employees and are aware of the fact that younger workers are more likely to be targeted because of their age.
AMTCR has agreed, in addition to the financial settlement, to revise its policies, procedures, and training in regard to sexual harassment, discrimination, and retaliation. The organization is going to set up a tracking mechanism to deal with any future concerns.
Additionally, AMTCR agreed to make use of a third party in order to carry out internal audits of the company’s actions and monitor EEOC breaches. AMTCR states that it will also conduct surveys with employees to evaluate the conduct of employees in the workplace.
Employees Who Were Affected Will Be Offered Remedies
According to the Equal Employment Opportunity Commission (EEOC), any individual who worked for AMTCR and was subjected to sexual harassment between January 1, 2017, and January 5, 2023, and who files a claim with the agency, may be eligible to receive damages. If you or a coworker have been the target of sexual harassment at work, it is in your best interest to speak with an attorney who has relevant experience.
Because sexual desire is not always the motivating factor behind harassment, situations like the one with AMTCR can be quite perplexing. In addition, just like with AMTCR, businesses frequently dismiss or refute customer complaints. Therefore, in order to prove these cases, it is often necessary to keep extensive records of the offending behavior as well as to find witness statements that can corroborate the allegations.