EEOC Versus South Loop Club
South Loop Club
Ty Hyderally is an employment lawyer in NJ who has vast experience at successfully litigating cases which pertain to employment law. He shares his expertise on many levels with all types of groups in order to help raise awareness of employment laws and works to educate them on how to protect the workplace so that it remains free of discrimination, harassment or retaliatory actions. Employment law covers a broad topic and each of the subtopics can be rather complex on their own as well. For instance when dealing with cases pertaining to sexual harassment it can be complicated since any unwanted sexual advancements or comments, whether written or spoken or silent, can be deemed as sexual harassment. It can become further complicated when situations are not handled in a professional or timely fashion. Once it escalates, the workplace can become a hostile environment for those being victimized. In this sexual harassment case at the South Loop Club in Chicago, Illinois the situation escalated to a point where a class action suit was filed and the bar and grill ended up paying a settlement to the victims.
EEOC vs. South Loop Club
The South Loop Club in Chicago allegedly had an atmosphere which fostered a “culture of sexual harassment.” According to the statement made by the EEOC, there had also been some retaliation taken against their female employees. There were some workplace instances from as long ago as 2007 which were included in the law suit which was filed in September of 2012. The elements which comprised a hostile work environment included repeated sexual statements about female bodies, degrading language, sexual touching by co-workers and supervisors as well as several other issues. The female employees openly opposed the sexual advancements and when they spoke with company supervisors, they were terminated. The EEOC stated that just because they work in a bar setting, females are still protected from sexual harassment just as much as they are in any other type of workplace even though there is an obvious difference in the atmosphere.
The EEOC attempted to reach a pre-litigation settlement through the standard conciliation process. When there was no progress they filed the suit based on the Title VII of the Civil Rights Act of 1964 which prevents all types of sexual discrimination including sexual harassment. It also protects employees from retaliation when they report such actions.
Reaching a Settlement
According to the terms of the settlement, $100,000 in monetary relief went to the victims. South Loop Club also has to report to the EEOC any employee complaints about sex or gender related harassment as well as any retaliatory actions that occur. South Loop Club is also required to train all of its employees on how to prevent and eradicate harassment and retaliation from the workplace. They also had to create all new policies which deal with how this type of misconduct will be dealt with. The decree specifically required that South Loop Club has no right to require the victims to keep silent about the sexual harassment case. The company had to waive their rights to any charges that could be filed with a government agency and they also could not prevent the workers from reapplying with the company should they desire to be employed at the South Loop Club again.
This case is a great reminder that the workplace is no place for workplace bias. Women are protected by federal law from sexual harassment no matter what type of environment they choose to work in. The EEOC spokesperson stated that “it doesn’t matter whether your collar is blue, pink or white, sexual harassment is illegal and the EEOC will combat it.”
EEOC vs. South Loop Club
The South Loop Club in Chicago allegedly had an atmosphere which fostered a “culture of sexual harassment.” According to the statement made by the EEOC, there had also been some retaliation taken against their female employees. There were some workplace instances from as long ago as 2007 which were included in the law suit which was filed in September of 2012. The elements which comprised a hostile work environment included repeated sexual statements about female bodies, degrading language, sexual touching by co-workers and supervisors as well as several other issues. The female employees openly opposed the sexual advancements and when they spoke with company supervisors, they were terminated. The EEOC stated that just because they work in a bar setting, females are still protected from sexual harassment just as much as they are in any other type of workplace even though there is an obvious difference in the atmosphere.
The EEOC attempted to reach a pre-litigation settlement through the standard conciliation process. When there was no progress they filed the suit based on the Title VII of the Civil Rights Act of 1964 which prevents all types of sexual discrimination including sexual harassment. It also protects employees from retaliation when they report such actions.
Reaching a Settlement
According to the terms of the settlement, $100,000 in monetary relief went to the victims. South Loop Club also has to report to the EEOC any employee complaints about sex or gender related harassment as well as any retaliatory actions that occur. South Loop Club is also required to train all of its employees on how to prevent and eradicate harassment and retaliation from the workplace. They also had to create all new policies which deal with how this type of misconduct will be dealt with. The decree specifically required that South Loop Club has no right to require the victims to keep silent about the sexual harassment case. The company had to waive their rights to any charges that could be filed with a government agency and they also could not prevent the workers from reapplying with the company should they desire to be employed at the South Loop Club again.
This case is a great reminder that the workplace is no place for workplace bias. Women are protected by federal law from sexual harassment no matter what type of environment they choose to work in. The EEOC spokesperson stated that “it doesn’t matter whether your collar is blue, pink or white, sexual harassment is illegal and the EEOC will combat it.”