Auto Parts Manufacturer Enforge, LLC Settles Sexual Harassment and Retaliation Case for $35,000

Background

Enforge, LLC, a Michigan-based automotive parts manufacturer operating in North Carolina, faced legal action after a female employee alleged she was subjected to repeated sexual harassment and later fired for reporting it. The lawsuit, filed by the U.S. Equal Employment Opportunity Commission (EEOC), accused the company of failing to protect its employee from a hostile work environment and retaliating against her for speaking out.

Details of the Incident

The complaint detailed that from August to October 2020, the employee at Enforge’s Albemarle, North Carolina plant endured ongoing harassment from multiple male coworkers. The misconduct included inappropriate sexual comments and unwanted physical contact. Despite reporting these incidents to her shift supervisors and managers, no meaningful action was taken to address or prevent further harassment.

The situation escalated when the employee reported a male coworker for exposing himself. Instead of providing protection or support, management told her not to return to work until further notice. The company never contacted her again—and ultimately terminated her employment.

Legal Background

The case was filed under Title VII of the Civil Rights Act of 1964, which prohibits sexual harassment, discrimination, and retaliation in the workplace. Under Title VII, employers are legally required to take immediate and effective steps to prevent and correct harassment once they become aware of it. Failing to act—or retaliating against an employee for reporting harassment—constitutes a violation of federal law.

The EEOC filed the lawsuit (EEOC v. Enforge, LLC, Civil Action No. 1:22-cv-01115) in the U.S. District Court for the Middle District of North Carolina after attempts to resolve the matter through conciliation were unsuccessful.

Settlement and Relief

To resolve the lawsuit, Enforge agreed to:

• Pay $35,000 in damages to the affected employee.
• Implement a two-year consent decree prohibiting further sexual harassment and retaliation.
• Revise and strengthen its anti-harassment policies.
• Provide mandatory training for supervisors and employees on recognizing and preventing harassment.
• Post notices informing employees of their rights and how to report misconduct.
• Submit regular compliance reports to the EEOC to ensure adherence to the decree.

Key Takeaways

1. Failure to Act Escalates Liability – Employers must address harassment complaints promptly and effectively to prevent further harm and legal consequences.
2. Retaliation Worsens the Violation – Terminating an employee for reporting harassment compounds the offense and strengthens the case against the employer.
3. Training and Policy Enforcement Are Essential – Comprehensive workplace training and clear reporting procedures are vital for fostering a harassment-free environment.

Conclusion

The Enforge case underscores the ongoing issue of workplace harassment and the importance of employer accountability. It also highlights the EEOC’s continued commitment to enforcing federal anti-harassment and anti-retaliation laws. Businesses are reminded that failure to act on harassment complaints not only damages workplace morale but also exposes companies to significant legal and financial repercussions.

Preventing Harassment with TAP Series Training

To prevent incidents like this, organizations must invest in proactive education and compliance programs. TAP Series, a leader in online compliance training, offers Sexual Harassment Prevention Training designed to help businesses create safe and respectful workplaces.

With TAP Series, employees and managers can complete training anytime, anywhere, ensuring full compliance without disrupting daily operations. TAP’s courses provide practical guidance on recognizing, preventing, and responding to harassment—empowering teams to uphold dignity and respect at every level.

TAP Series simplifies compliance, so your organization can focus on what matters most—maintaining a professional, inclusive, and legally compliant workplace.