EEOC Versus Sparks Steak House
Equal Employment Opportunity Commission
Tayeb Hyderally has continuously and successfully litigated employment law cases for many years in the New York and New Jersey areas. He specifically chose the field of practice because of its complexity and diversity. One of the many facets of employment law is sexual harassment. Ty Hyderally works closely and travels extensively to help educate individuals in the workplace about maintaining a harassment and discrimination free environment. He also works with officials at the corporate level to develop policies and procedures which can help prevent these types of actions from occurring in the workplace. He informs employees and employers about both their rights and responsibilities that are associated with their positions. Hyderally eagerly shares his expertise with groups who want to ensure the workplace is free from sexual harassment. Most of the time when we hear about sexual harassment in the workplace, it is male to female, only occasionally do we hear of female to male harassment although it does occur. As employers and employees it is important to remember that it is not limited to cross gender situations. In this case we will see that it sexual discrimination can be a same gender situation.
EEOC vs. Sparks Steak House
One manager at Sparks Steak House in Manhattan was accused of engaging in sexual harassment of male waiters over a period of about 8 years. In all, 22 male waiters from the Steak House were victimized by the manager. Even though numerous waiters filed complaints with the management of the restaurant, no actions were taken to stop the harassment. A few of those who made reports were retaliated against by being assigned more difficult tasks and most ultimately faced suspension. According to the EEOC, the complaints against the restaurant which was filed in the US District Court for the Southern District of New York, the accused managers would regularly grab or pinch the buttocks of male employees, as well as push their penises against the buttocks while attempting to grab the genital area. The restaurant denied the claims and stated that there was neither liability nor wrongdoing. The alleged harasser was not fired although the restaurant officials provided him with a written warning that stated they would terminate him if they received any “further substantiated complaints of sexual harassment.”
The Settlement
The Steak House failed to investigate when complaints were filed which can further complicate the matter. In too many instances, the fear of retaliatory actions will prevent individuals from reporting sexual harassment. The Sparks Restaurant finally agreed to the terms of a settlement which included paying $600,000 to the victims. They also had to establish a hot line that was for the sole purpose of hearing complaints. They also agreed to amend the present policies on sexual harassment and redistribute it to the employees. As part of the settlement they also agreed to provide and require anti-discrimination training to all of their employees including managerial staff. The EEOC noted that by failing to address sexual harassment claims and then responding in retaliation against those who were victimized, the violation was compounded. The EEOC felt like they had reached a fair settlement and resolution to the matter.
Purpose of the EEOC
The Equal Employment Opportunity Commission is a governmental agency which is empowered by the government to enforce employment law. When there is a violation of any kind an individual has the right to file a complaint with the EEOC. If officials at the EEOC feel that there is a valid case they will provide support such as a “Reason to Sue” letter which warns the company that there has been an infraction which could result in legal action. The EEOC may also file suits on behalf of individuals or classes of individuals and seek restitution.
EEOC vs. Sparks Steak House
One manager at Sparks Steak House in Manhattan was accused of engaging in sexual harassment of male waiters over a period of about 8 years. In all, 22 male waiters from the Steak House were victimized by the manager. Even though numerous waiters filed complaints with the management of the restaurant, no actions were taken to stop the harassment. A few of those who made reports were retaliated against by being assigned more difficult tasks and most ultimately faced suspension. According to the EEOC, the complaints against the restaurant which was filed in the US District Court for the Southern District of New York, the accused managers would regularly grab or pinch the buttocks of male employees, as well as push their penises against the buttocks while attempting to grab the genital area. The restaurant denied the claims and stated that there was neither liability nor wrongdoing. The alleged harasser was not fired although the restaurant officials provided him with a written warning that stated they would terminate him if they received any “further substantiated complaints of sexual harassment.”
The Settlement
The Steak House failed to investigate when complaints were filed which can further complicate the matter. In too many instances, the fear of retaliatory actions will prevent individuals from reporting sexual harassment. The Sparks Restaurant finally agreed to the terms of a settlement which included paying $600,000 to the victims. They also had to establish a hot line that was for the sole purpose of hearing complaints. They also agreed to amend the present policies on sexual harassment and redistribute it to the employees. As part of the settlement they also agreed to provide and require anti-discrimination training to all of their employees including managerial staff. The EEOC noted that by failing to address sexual harassment claims and then responding in retaliation against those who were victimized, the violation was compounded. The EEOC felt like they had reached a fair settlement and resolution to the matter.
Purpose of the EEOC
The Equal Employment Opportunity Commission is a governmental agency which is empowered by the government to enforce employment law. When there is a violation of any kind an individual has the right to file a complaint with the EEOC. If officials at the EEOC feel that there is a valid case they will provide support such as a “Reason to Sue” letter which warns the company that there has been an infraction which could result in legal action. The EEOC may also file suits on behalf of individuals or classes of individuals and seek restitution.