Golden Entertainment to Pay $100,000 in Sexual Harassment and Retaliation Settlement 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) following allegations of workplace sexual harassment and retaliation. The case underscores the risks businesses face when they fail to address employee complaints and highlights the importance of enforcing effective anti-harassment policies in hospitality and gaming workplaces.

The Incident

The EEOC’s lawsuit alleged that a male bartender at Rocky Gap Casino subjected a female colleague to repeated sexual harassment. The misconduct included:

• Making sexually explicit remarks.
• Groping the female bartender by touching her buttocks.
• Creating a hostile work environment through continued inappropriate behavior.

Despite the bartender filing complaints with her supervisors, management continued to schedule her alongside the alleged harasser. According to court records, the male bartender conveyed to the victim that no action would be taken against him.

Instead of addressing the situation, the casino reassigned the female bartender to a less profitable work station. The reassignment ultimately pressured her to leave her job.

Legal Background

The EEOC filed its case, 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 lawsuit alleged violations of Title VII of the Civil Rights Act of 1964, which prohibits:

• Sexual harassment in the workplace.
• Retaliation against employees who report harassment.

Under Title VII, employers are required to investigate harassment complaints, prevent further misconduct, and avoid punishing workers who exercise their rights.

Settlement and Relief

Golden Entertainment agreed to pay $100,000 in monetary relief to the female bartender. The settlement also includes a three-year consent decree requiring the company to:

• Adopt a revised sexual harassment policy with detailed procedures for reporting and investigating complaints.
• Provide mandatory sexual harassment prevention training for all managers, supervisors, and employees.
• Report periodically to the EEOC on how harassment complaints are handled.
• Prohibit retaliation against workers who report harassment or discrimination.

These measures are intended to strengthen workplace protections and ensure compliance moving forward.

Key Takeaways

1. Failure to address harassment creates liability — Employers who ignore complaints risk significant legal and financial consequences.
2. Retaliation compounds violations — Reassigning or penalizing an employee for reporting misconduct is unlawful under Title VII.
3. Preventive policies and training are critical — Clear guidelines and regular employee training can help prevent harassment before it escalates.

Conclusion

The Rocky Gap Casino case serves as a reminder that employers must take harassment complaints seriously and implement prompt corrective action. Ignoring employee concerns or punishing those who come forward not only violates federal law but also damages workplace culture and company reputation.

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For organizations that want to strengthen compliance and protect employees, Sexual Harassment Training with TAP Series is an essential step.