Anti-harassment Policies
Golden Entertainment Agrees to $100,000 Settlement in Sexual Harassment Case at Rocky Gap Casino
Background
Golden Entertainment, Inc., the former owner and operator of Rocky Gap Casino in Flintstone, Maryland, has reached a settlement with the U.S. Equal Employment Opportunity Commission (EEOC) regarding allegations of sexual harassment and retaliation. The casino industry, often known for its relaxed and sociable work environment, has been a frequent subject of scrutiny for workplace misconduct. This case highlights the importance of enforcing federal laws to protect employees from harassment and retaliation.
The Incident
The allegations stem from a complaint filed by a female bartender who experienced repeated sexual harassment by a male coworker at Rocky Gap Casino. The harassment included sexually explicit comments and physical misconduct, such as groping. Despite the bartender reporting the incidents to her supervisors, no effective action was taken to prevent the harassment.
Instead, the casino continued to schedule her to work with the harasser. The male coworker allegedly made it clear that he would not face any repercussions, creating an intimidating work environment. Following multiple complaints, the female bartender was reassigned to a less desirable, lower-paying station, further compounding her grievances. Ultimately, this situation forced her to resign.
Legal Background
This conduct violated Title VII of the Civil Rights Act of 1964, which prohibits workplace harassment based on sex and retaliation against employees who report such conduct. The EEOC filed suit (Civil Action No. 1:20-cv-02811-LKG) in the U.S. District Court for the District of Maryland after efforts to resolve the matter through voluntary conciliation were unsuccessful.
Settlement and Relief
Golden Entertainment has agreed to pay $100,000 to the female bartender as part of a settlement. Additional measures required under the three-year consent decree include:
- Policy Updates: Creation of a robust sexual harassment policy, detailing clear procedures for reporting and addressing complaints.
- Training Programs: Comprehensive sexual harassment prevention training for all employees, managers, and supervisors.
- Reporting Obligations: The company must regularly report to the EEOC on its handling of any sexual harassment complaints.
- Prohibition of Harassment: An injunction preventing further sexual harassment or retaliation at its facilities.
Key Takeaways
- Proactive Workplace Policies Are Critical: Employers must have clear, enforced policies to prevent and address harassment.
- Comprehensive Training Is Essential: Regular training for managers and employees can reduce incidents of harassment and ensure proper handling of complaints.
- Retaliation Aggravates Liability: Penalising employees for reporting harassment, whether through reassignment or inaction, can lead to significant legal and reputational consequences.
Conclusion
The settlement between Golden Entertainment and the EEOC serves as a reminder of the critical need for accountability in the workplace. Employers in the hospitality industry, and beyond, must prioritize creating a safe environment for all employees by implementing clear anti-harassment policies and enforcing them consistently. This case highlights the legal and financial risks of failing to take employee complaints seriously.
Recommendation: Sexual Harassment Training with TAP Series
To prevent similar issues, Golden Entertainment and other employers in high-risk industries should adopt tailored training programs like TAP Series’ Sexual Harassment Training. These programs provide engaging, sce nario-based learning to equip employees and supervisors with the tools to recognize, prevent, and address harassment effectively. Such proactive measures can help foster a respectful workplace culture and ensure compliance with federal laws.