Bark If You’re Dirty Pet Stores to Pay $340,000 in Sexual Harassment and Retaliation Settlement

Background

Bark If You’re Dirty, a pet store chain with locations in Phoenix and Scottsdale, formerly known as Wag N’ Wash, faced allegations of widespread workplace misconduct. The U.S. Equal Employment Opportunity Commission (EEOC) filed a lawsuit claiming that the company failed to address persistent sexual harassment and retaliated against employees who reported it.

Incident Details

According to court filings, female employees at both the Phoenix and Scottsdale stores endured ongoing harassment over several years. A male manager at the Phoenix store and a male employee at the Scottsdale location engaged in repeated misconduct, which included:

• Making explicit and inappropriate sexual comments about employees and customers.
• Unwanted physical touching of female employees.
• Sexual propositions directed at staff.
• Showing female employees naked photographs.

Despite multiple complaints to management, the company failed to intervene. Some employees were terminated after speaking up, while others felt compelled to resign due to intolerable working conditions.

Legal Background

The conduct described violated Title VII of the Civil Rights Act of 1964, which prohibits sexual harassment and retaliation against employees who oppose such behavior. The EEOC filed suit in the U.S. District Court for the District of Arizona (EEOC v. Teetszinty LLC, et al., Civil Action No. 2:23-cv-02051-DLR) after conciliation attempts failed.

Settlement and Relief

To resolve the lawsuit, Bark If You’re Dirty and its ownership entities agreed to a three-year consent decree requiring:

• Payment of $340,000 to victims of sexual harassment.
• Retention of an independent consultant to train employees, managers, supervisors, and HR staff on discrimination, harassment, and retaliation.
• A review and revision of company anti-harassment and anti-retaliation policies.
• A commitment not to rehire the male manager and employee identified as harassers.

Key Takeaways

1. Employers who fail to act on harassment complaints risk substantial legal and financial consequences.
2. Retaliation against employees who report harassment compounds liability and damages workplace trust.
3. Preventive measures, including effective training and policy enforcement, are critical to protecting employees and ensuring compliance.

Conclusion

This case underscores the importance of proactive employer responsibility in addressing workplace misconduct. The settlement sends a clear message: ignoring or mishandling sexual harassment complaints not only harms employees but also exposes organizations to significant liability.

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