Hattiesburg, MS – The Federal EEOC office which has jurisdiction over Mississippi filed a lawsuit related to harassment claims against a management group .
Government takes action against management group following harassment claims
The U.S. Equal Employment Opportunity Commission (EEOC) has filed a lawsuit against Prestigious Placement and Prosero, operating as Spinnaker Management Group, alleging violations of federal civil rights law related to sexual harassment and retaliation against female employees. The lawsuit asserts that these two companies, acting as joint employers, created a hostile work environment by permitting a male team lead to engage in inappropriate sexual behavior towards female employees.
According to the EEOC’s complaint, the misconduct began in at least February 2021 when the male team lead persistently subjected female employees to unwarranted sexual comments and text messages. When these female workers bravely reported the harassment, Spinnaker Management Group responded by terminating their employment. One of the victims reported the harassment to the onsite manager at Prestigious Placement and two supervisors at Spinnaker, but these complaints were allegedly ignored.
The EEOC contends that both Prestigious Placement and Spinnaker were aware or should have been aware of the team lead’s sexually harassing behavior, yet they failed to take effective measures to address the issue and eradicate sexual harassment from the workplace. Furthermore, the companies allegedly compounded the problem by retaliating against female employees who dared to speak out about the harassment.
These alleged actions are in violation of Title VII of the Civil Rights Act of 1964, which prohibits workplace harassment based on sex. The EEOC initially attempted to resolve the matter through pre-litigation negotiations but resorted to filing a lawsuit, known as EEOC v. Prestigious Placement, Inc., Civil Case No. 2:23-cv-02568, in the U.S. District Court for the Western District of Tennessee.
The EEOC’s lawsuit seeks relief for the affected female employees, including compensatory and punitive damages. Additionally, the EEOC is requesting injunctive relief to put an end to any ongoing harassment and to prevent future unlawful conduct by the companies.
Edmond Sims, acting district director of the EEOC’s Memphis District Office, emphasized the agency’s commitment to addressing sexual harassment in the workplace, emphasizing that the harassment in this case resulted in retaliation against the women who reported the issues to management.
The EEOC’s Memphis District Office has jurisdiction over Arkansas, Tennessee, and parts of Mississippi. To find more information about sexual harassment and retaliation, you can visit the EEOC’s official website.
In summary, the EEOC has taken legal action against Prestigious Placement and Spinnaker Management Group for allegedly allowing sexual harassment to persist in their workplace and retaliating against female employees who reported it. The lawsuit seeks both monetary and injunctive relief to address these issues and prevent their recurrence, highlighting the EEOC’s dedication to combating workplace harassment and discrimination.
When should a worker in Mississippi report sexual harassment to the EEOC?
Reporting sexual harassment to the U.S. Equal Employment Opportunity Commission (EEOC) is an important step in addressing and preventing workplace harassment. In Mississippi, as in any other state, workers should consider reporting sexual harassment to the EEOC under certain circumstances:
- Immediate Safety Concerns: If an employee is facing immediate threats to their safety or well-being as a result of sexual harassment, they should contact law enforcement or their employer’s HR department immediately. The EEOC is not an emergency response agency, so safety should always come first.
- Employer Inaction: When an employee has experienced sexual harassment and their employer fails to take appropriate action to address the issue, they may want to consider involving the EEOC. This is particularly important if the harassment continues despite reporting it to the employer.
- Persistent Harassment: If the sexual harassment is persistent, pervasive, or severe, and the victim has made reasonable efforts to report it to the employer but sees no resolution, contacting the EEOC can be the next step. Harassment that creates a hostile work environment is a violation of federal law.
- Retaliation: If an employee who has reported sexual harassment faces retaliation from their employer, such as being demoted, fired, or subjected to other adverse actions, they should report this retaliation to the EEOC. Retaliation for reporting harassment is also illegal under federal law.
- Deadlines: It’s essential to be aware of the statute of limitations. In Mississippi, employees typically have 300 days from the date of the alleged harassment to file a complaint with the EEOC. Waiting too long can result in the loss of legal rights to pursue a claim.
- Documenting Evidence: Before contacting the EEOC, it’s beneficial for employees to gather evidence related to the harassment, such as emails, text messages, witness statements, and a record of incidents. This documentation can be crucial when pursuing a claim.
- Seek Legal Counsel: Employees may also want to consult with an attorney who specializes in employment law, as they can provide guidance on the best course of action and assist with the EEOC complaint process.
- EEOC’s Online Portal: The EEOC has an online portal where individuals can initiate a charge of discrimination. While it’s advisable to consult with an attorney before filing a complaint, the online portal can be a useful resource for starting the process.
- Confidentiality Concerns: Employees should be aware that EEOC complaints are typically confidential, but not entirely anonymous. The EEOC may need to share certain information with the employer during its investigation.
In conclusion, workers in Mississippi should report sexual harassment to the EEOC when their immediate safety is at risk, when their employer fails to address the issue, when harassment persists or creates a hostile work environment, when facing retaliation, or when they have evidence of the harassment. It’s crucial to understand the applicable deadlines and consider seeking legal advice when necessary to navigate the process effectively and protect their rights in the workplace.
Sexual Harassment Attorneys in Hattiesburg
USAttorneys.com provides referrals to lawyers all over the country who handle employment law, sexual harassment cases, and various other issues. They can be reached at 800-672-3103