Shipyard Employers to Pay $350,000 Over Sexual Harassment and Retaliation Allegations

Background

A sexual harassment and retaliation lawsuit has resulted in a $350,000 settlement involving two employers in the shipbuilding industry. Huntington Ingalls Incorporated, a defense contractor based in Mississippi, and NSC Technologies, a staffing agency, were jointly held responsible for workplace misconduct that occurred at a Pascagoula shipyard. The Equal Employment Opportunity Commission (EEOC) brought the case on behalf of temporary female workers assigned to the site.

Incident Details

According to the EEOC’s lawsuit, multiple female employees assigned to cleaning duties at Huntington Ingalls’ shipyard by NSC Technologies experienced ongoing sexual harassment from a male ship superintendent. The misconduct included sexual comments, lewd acts, threats, and sexual assault.

Two female workers reported the harassment to supervisors at both NSC and Huntington Ingalls, as well as via a company hotline. Instead of action being taken against the alleged harasser, the situation escalated. One woman was fired after refusing his advances, another resigned out of fear for her safety, and a third reported that he threatened to kill her in retaliation for coming forward.

Legal Background

The conduct described in the lawsuit violates Title VII of the Civil Rights Act of 1964, which prohibits sexual harassment and retaliation in the workplace. Under Title VII, employers are responsible for ensuring a work environment free from discrimination based on sex, and cannot retaliate against individuals who report unlawful behavior.

Settlement and Relief

To resolve the lawsuit, Huntington Ingalls and NSC Technologies agreed to a $350,000 settlement to be distributed among at least three affected employees. The consent decree, which will last for 30 months, also mandates the following:

• Revision and reinforcement of anti-harassment policies
• Ongoing training for managers and employees on preventing sexual harassment
• Oversight by the EEOC to ensure compliance

Both companies are required to implement procedural changes aimed at protecting workers and preventing future violations.

Key Takeaways

• Joint Accountability: Both host employers and staffing agencies are responsible for protecting temporary workers from harassment.
• Training Is Essential: Proactive training and clear reporting procedures are crucial in preventing workplace misconduct.
• Retaliation Magnifies Liability: Retaliating against employees who report harassment can result in greater legal exposure and financial penalties.

Conclusion

This case underscores the serious legal and financial consequences employers face when they fail to address harassment or retaliate against those who speak up. It also reinforces that temporary workers are entitled to the same workplace protections as permanent employees. Employers must ensure they have effective complaint systems, swift response protocols, and a zero-tolerance culture when it comes to sexual misconduct.

Recommendation

To proactively guard against similar violations, businesses should invest in Sexual Harassment Prevention Training through TAP Series. As a leader in online compliance training, TAP Series offers robust, self-paced courses designed for busy professionals. These programs empower employers and employees alike to recognize, report, and prevent harassment in the workplace. Simplify your compliance strategy—partner with TAP Series today to build a safe, inclusive, and legally sound work environment.