Honolulu Restaurant and HR Firm to Pay $115,000 in Sexual Harassment Settlement

Background

Aged Artisans LLC and Surfeit Group LLC, operating as Square Barrels, a former Honolulu-based restaurant, along with their outsourced HR company, ALTRES, Inc. (doing business as SimplicityHR), have agreed to pay $115,000 to resolve a workplace sexual harassment lawsuit. The case was brought by the U.S. Equal Employment Opportunity Commission (EEOC) after serious allegations involving misconduct targeting LGBTQ+ employees.

The Incident

According to court filings, one of the restaurant’s co-owners subjected gay male employees to sexual harassment. The conduct included exposing his genitals in the workplace, making repeated sexual comments, and requesting sexual acts.

Despite these complaints, both the restaurant and its HR provider failed to conduct an adequate investigation or take corrective action. This lack of response allowed the harassment to continue, creating a hostile work environment.

Legal Background

The lawsuit alleged violations of Title VII of the Civil Rights Act of 1964, which prohibits workplace discrimination and harassment on the basis of sex, including sexual orientation. Employers have a legal obligation to respond promptly and appropriately when complaints are raised. Failure to do so places them at risk of litigation and substantial penalties.

Settlement and Relief

The settlement requires Aged Artisans, Surfeit Group, and ALTRES to:

• Pay $115,000 in monetary relief to affected employees.
• Implement companywide anti-discrimination and anti-harassment policies.
• Establish an online complaint process for workers to safely report misconduct.
• Provide mandatory anti-discrimination and harassment prevention training.
• Conduct audits of complaints and investigations to ensure accountability.
• Maintain proper records and undergo monitoring to ensure compliance with Title VII.

The decree will remain in effect for three years under court supervision, with compliance monitored by the EEOC.

Key Takeaways

1. Harassment targeting LGBTQ+ employees remains a serious workplace risk — employers must have safeguards in place to protect vulnerable groups.
2. Outsourced HR does not remove liability — companies remain accountable if their HR providers fail to act.
3. Preventive training and monitoring are critical — proactive measures reduce the risk of lawsuits and foster safer workplaces.

Conclusion

The $115,000 settlement against Aged Artisans, Surfeit Group, and ALTRES highlights the importance of swift and effective responses to harassment complaints. Employers who fail to act not only face financial and legal consequences but also risk long-term harm to workplace culture and employee trust.

Recommendation: Strengthening Workplace Protections with TAP Series

Preventing harassment starts with education and accountability. TAP Series, the leader in online compliance training, helps organizations strengthen workplace protections by equipping employees, managers, and HR professionals with practical tools to recognize, prevent, and respond to harassment.

With TAP’s user-friendly online programs, businesses can:

• Stay compliant with Title VII and other workplace laws.
• Protect employees from harassment and retaliation.
• Build a respectful, inclusive, and safe workplace culture.

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