Workplace Harassment Prevention Training
Golden Entertainment to Pay $100,000 in Sexual Harassment and Retaliation Settlement
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) following a lawsuit alleging sexual harassment and retaliation. The case highlights the ongoing risks faced by employees in the hospitality and gaming industries, where late-night work environments and close staff interactions can create vulnerabilities when proper safeguards are not in place.
The Incident
The lawsuit stemmed from allegations that a male bartender at Rocky Gap Casino repeatedly harassed a female bartender. Reported misconduct included:
- Making sexually explicit comments.
- Groping the female bartender by touching her buttocks.
- Creating an intimidating workplace environment.
The female bartender reported the harassment to her supervisors, but the casino allegedly failed to take meaningful corrective action. Despite the complaints, she was continuously scheduled to work alongside the harasser. According to court filings, the harasser suggested to her that he would face no consequences.
After further complaints, the casino reassigned the female bartender—not the alleged harasser—to a less profitable station. This reassignment ultimately forced her to resign from her position.
Legal Background
The EEOC filed the lawsuit (EEOC v. Golden Entertainment, Inc., Civil Action No. 1:20-cv-02811-LKG) in the U.S. District Court for the District of Maryland, Northern Division. The case was brought under Title VII of the Civil Rights Act of 1964, which prohibits:
- Sexual harassment in the workplace.
- Employer retaliation against workers who report harassment or discrimination.
Under Title VII, employers must investigate harassment complaints, implement corrective measures, and protect employees from further harm. Failing to act—or retaliating against the complainant—constitutes a violation of federal law.
Settlement and Relief
Golden Entertainment agreed to pay $100,000 in monetary relief to the affected employee. Beyond financial compensation, the three-year consent decree requires the company to implement several corrective measures, including:
- Adoption of a strengthened sexual harassment policy with clear reporting and investigation procedures.
- Mandatory sexual harassment prevention training for managers, supervisors, and employees.
- Regular reporting to the EEOC on the handling of sexual harassment complaints.
- Prohibition of retaliation against employees who report or oppose harassment.
These measures are designed to ensure compliance and prevent similar issues in the future.
Key Takeaways
- Failure to act on complaints creates liability — Employers that ignore or mishandle harassment reports expose themselves to lawsuits and costly settlements.
- Retaliation intensifies legal risk — Reassigning or punishing an employee for reporting misconduct is unlawful and often results in higher penalties.
- Preventive training is critical — Clear policies and regular employee training can help stop harassment before it escalates into legal action.
Conclusion
This case against Golden Entertainment underscores the need for strong preventive measures and accountability in workplaces, especially within industries where late-night work and close employee interactions are common. Protecting employees from harassment not only fulfills a legal duty but also creates a safer, more professional workplace culture.
Recommendation: Prevent Harassment With TAP Series Training
Employers can avoid costly lawsuits and reputational damage by taking proactive steps to prevent harassment. TAP Series—a leader in online compliance training—offers comprehensive Sexual Harassment Training that equips both employees and managers with the knowledge to recognize, prevent, and properly address harassment in the workplace.
TAP Series understands that business owners and HR leaders are pressed for time, which is why its training solutions are designed to be simple, accessible, and fully compliant with legal requirements. By partnering with TAP, organizations demonstrate their commitment to protecting employees while reducing liability risks.
For any business seeking to strengthen workplace protections and ensure compliance, Sexual Harassment Training with TAP Series is an essential investment.