EEOC Takes a Trip to the Movies and Is Not Amused

EEOC Takes a Trip to the Movies and Is Not Amused

While we often talk about Compliance training, harassment training and how to avoid discriminatory practices in the workplace, It's important that everyone in an organization understands what types of employment practices might violate the law. Equally important is training new employees and managers as soon as possible after hire.

Regal Entertainment Group must pay fines and upgrade workplace training after tolerating sexual harassment in one CA location.

Racy behavior may be common on the silver screen but it won't be tolerated in the lobbyas the EEOC has recently reaffirmed. National movie theater chain Regal Entertainment Group has settled claims of sexual harassment, hostile work environment and retaliation. Regal will pay $175,000 in fines and furnish remedial relief in the form of upgraded employee training, better tracking and monitoring of discrimination claims and annual reports to the EEOC.

According to papers filed in the case, a male employee at Regal's Marina del Rey location was subjected to a sexually hostile workplace by a female employee who repeatedly grabbed his crotch. When the harassed employee (and his direct supervisor) complained to their general manager, she did nothing to stop the harassment. In fact, she retaliated against the harassed employee and two other supervisory employees who were supporting him. The retaliation included unwarranted discipline, lower performance evaluations, and stricter scrutiny of performance.According to EEOC data, sexual harassment charges by men against women have increased by about 4% over the past decade and now represent roughly 16% of all claims filed with EEOC. This case is proof of the fact that employers need to provide training that breaks down stereotypical assumptions that harassment always involves a male perpetrator and a female victim. Workplace training focusing on sexual harassment prevention needs to sensitize employees and managers to the fact that harassing behavior should never be toleratedregardless of the gender of the employees who are involved. This type of training can be provided very easily using lms systems available through various sources.

EEOC officials commended Regal for agreeing to the new training requirements provided for in the settlement. Los Angeles District Director Olophius Perry said, "The remedial relief contained in this settlement serves as a model for the entertainment industry in terms of voluntary compliance with federal discrimination laws. We are pleased that Regal is now taking the steps necessary to provide a discrimination-free workplace for all employees going forward.

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