Bojangles Restaurants Settles EEOC Sexual Harassment and Retaliation Lawsuit for $20,000

Background:

Bojangles’ Restaurants, Inc., headquartered in Greensboro, North Carolina, has reached a settlement with the U.S. Equal Employment Opportunity Commission (EEOC) over allegations of sexual harassment and retaliation in the workplace. The lawsuit, filed in the Middle District of North Carolina, stems from incidents reported at a Bojangles fast food restaurant in Greensboro.

Allegations:

The allegations against Bojangles’ Restaurants, Inc., as outlined in the lawsuit by the U.S. Equal Employment Opportunity Commission (EEOC), depict a troubling pattern of sexual harassment and retaliatory actions within the company's Greensboro location. According to the lawsuit, a female team member endured a hostile work environment from March to June 2020, characterized by repeated instances of sexual harassment perpetrated by the restaurant's general manager. The manager allegedly subjected the employee to a barrage of lewd and inappropriate sexual remarks, accompanied by unwelcome physical touching and grabbing. Despite the employee's courageous decision to report the harassment, her complaints were met with retaliation from management. This retaliation manifested in the denial of a managerial training opportunity, effectively stalling her career progression, and an involuntary transfer to a different restaurant location, undoubtedly causing distress and disruption to her professional life. Such egregious behavior not only violates Title VII of the Civil Rights Act of 1964, which prohibits sexual harassment and retaliation in the workplace, but also betrays the fundamental principles of dignity, respect, and equality that should govern all professional environments.

Settlement:

Under the terms of the settlement, Bojangles will pay $20,000 in damages to the affected employee and implement measures to prevent future incidents of sexual harassment and retaliation. This includes training managers and employees on sexual harassment prevention, refraining from discriminatory practices based on sex, and prohibiting retaliation against employees who report harassment. Additionally, the offending manager will not be rehired by Bojangles.

Recommendation:

Given the nature of this case in the food service industry, it is crucial for companies like Bojangles to prioritize comprehensive sexual harassment training programs tailored to the specific challenges faced by employees in restaurant settings. This training should not only focus on recognizing and reporting harassment but also emphasize appropriate conduct in customer-facing roles, where employees may encounter additional risks. By implementing industry-specific training initiatives, Bojangles can empower its workforce to effectively address and prevent sexual harassment, fostering a culture of respect and safety for all employees.

Conclusion:

The resolution of this lawsuit serves as a reminder that sexual harassment and retaliation have no place in the workplace. Employers have a legal and moral obligation to ensure that their workplaces are free from harassment and discrimination. By taking proactive measures to prevent and address instances of harassment, companies like Bojangles can uphold the principles of equality and dignity for all employees.