EEOC Versus Arizona Logistics
EEOC
Tayeb Hyderally is an experienced attorney in the field of employment law. Not only does he successfully litigate employment law cases in New Jersey and New York, he also travels extensively to inform employees and employers of the various rights and responsibilities they have. He shares his legal expertise with various types of groups in an attempt to educated them on how to maintain a harassment free workplace as well as what to do when rights are infringed upon. Ty Hyderally provides training on various aspects of employment law in an attempt to provide a workplace that is free from any form of discrimination or harassment of any kind. He has worked many different types of cases involving sexual harassment similar to the case in which the EEOC sued the company, Arizona Logistics due to complaints of sexual harassment.
EEOC vs. Arizona Logistics, Inc.
Arizona Logistics, INC along with its own management company was conducting business under the name of DSI Arizona. In this case, five of their former employees claimed that they had been victims of sexual harassment and the result was that the company agreed to pay a large settlement. One of the company’s regional directors, Mark Berault had allegedly subjected some of the female employees to unwanted and offensive sexual harassment. In the EEOC’s case, it was alleged that he had engaged in indecent exposure, unwelcome touching and had sexually assaulted the individuals. He was accused of showing them pictures of his genitals and making sexually explicit remarks. When DSI Arizona was informed about the workplace which had become a hostile work environment, they failed to take timely or effective action.
Sexual Harassment Settlement
The EEOC first tried to reach an agreeable settlement with the company to avoid litigation. When the company refused to an agreement, the EEOC filed suit against the company. Eventually, the two did reach a settlement which included DSI Arizona and Norlyn to compensate the victims in the amount of $175,000. The company terminated Mark Berault and is prohibited from rehiring him. They must immediately investigate any further complaints that involve sexual harassment. DSI Arizona also agreed as part of the settlement that they will provide extensive training for all of the company’s managers and supervisors on how to properly conduct investigations in matters which deal with allegations pertaining to sexual harassment. The company is also required to develop and publically post a “zero tolerance” policy which states that sexual harassment of employees will never be tolerated. As part of the settlement, they also provided a letter of regret to each of the employees who were the victims in this case.
The Equal Employment Opportunity Commission
The EEOC is the governmental organization which is responsible for enforcing all of the employment discrimination laws. They work directly with companies and in some cases provide supervision to ensure that all employees are provided adequate protection from discrimination in the workplace. In this particular case concerning Arizona Logistics, Inc., EEOC’s regional attorney, Mary J. O’Neill stated that “this was an outrageous case of sexual harassment involving a supervisor who preyed upon vulnerable female employees, subjecting them to some of the most extreme forms of sexual harassment. We hope this settlement sends a message to employers that the EEOC will act to ensure compliance with the law.” The EEOC not only seeks settlement for those who have been victimized in cases like this one, they usually push for settlements which include the company taking the appropriate steps to prevent these types of cases from occurring in the future. This can mean training of managerial staff and employees, creating a system through which grievances can be reported and monitoring to ensure that incidents do not recur.
EEOC vs. Arizona Logistics, Inc.
Arizona Logistics, INC along with its own management company was conducting business under the name of DSI Arizona. In this case, five of their former employees claimed that they had been victims of sexual harassment and the result was that the company agreed to pay a large settlement. One of the company’s regional directors, Mark Berault had allegedly subjected some of the female employees to unwanted and offensive sexual harassment. In the EEOC’s case, it was alleged that he had engaged in indecent exposure, unwelcome touching and had sexually assaulted the individuals. He was accused of showing them pictures of his genitals and making sexually explicit remarks. When DSI Arizona was informed about the workplace which had become a hostile work environment, they failed to take timely or effective action.
Sexual Harassment Settlement
The EEOC first tried to reach an agreeable settlement with the company to avoid litigation. When the company refused to an agreement, the EEOC filed suit against the company. Eventually, the two did reach a settlement which included DSI Arizona and Norlyn to compensate the victims in the amount of $175,000. The company terminated Mark Berault and is prohibited from rehiring him. They must immediately investigate any further complaints that involve sexual harassment. DSI Arizona also agreed as part of the settlement that they will provide extensive training for all of the company’s managers and supervisors on how to properly conduct investigations in matters which deal with allegations pertaining to sexual harassment. The company is also required to develop and publically post a “zero tolerance” policy which states that sexual harassment of employees will never be tolerated. As part of the settlement, they also provided a letter of regret to each of the employees who were the victims in this case.
The Equal Employment Opportunity Commission
The EEOC is the governmental organization which is responsible for enforcing all of the employment discrimination laws. They work directly with companies and in some cases provide supervision to ensure that all employees are provided adequate protection from discrimination in the workplace. In this particular case concerning Arizona Logistics, Inc., EEOC’s regional attorney, Mary J. O’Neill stated that “this was an outrageous case of sexual harassment involving a supervisor who preyed upon vulnerable female employees, subjecting them to some of the most extreme forms of sexual harassment. We hope this settlement sends a message to employers that the EEOC will act to ensure compliance with the law.” The EEOC not only seeks settlement for those who have been victimized in cases like this one, they usually push for settlements which include the company taking the appropriate steps to prevent these types of cases from occurring in the future. This can mean training of managerial staff and employees, creating a system through which grievances can be reported and monitoring to ensure that incidents do not recur.