Third Bench Holdings Settles EEOC Retaliation Case for $165,000

Background

Third Bench Holdings LLC, a New Mexico-based millwork and cabinetry company, has agreed to pay $165,000 to settle a lawsuit brought by the U.S. Equal Employment Opportunity Commission (EEOC). The lawsuit alleged that the company retaliated against three employees following reports of discrimination. The case involves:

• Third Bench's subsidiary.
• Las Cruces Cabinets LLC.
• Doing business as Sher-Wood Cabinetry in Las Cruces.
• New Mexico.

Settlement Details:

The EEOC's lawsuit claimed that a general manager complained about discrimination based on her Hispanic national origin by a company official. Following her complaint, the human resources director initiated an investigation, which included interviewing the general manager's husband, who also worked at the company. The day after the investigation began, the general manager was demoted, and her husband was fired. Shortly after, the human resources director, who expressed concerns about retaliatory treatment from the same company official, was also terminated.

This conduct allegedly violated Title VII of the Civil Rights Act of 1964, prohibiting retaliation against employees who oppose unlawful practices or participate in related investigations. The EEOC filed the lawsuit (Civil Action No. 2:23-cv-659) in the U.S. District Court for the District of New Mexico after unsuccessful attempts to resolve the matter through conciliation.

Key Takeaways:

• Financial Compensation: Third Bench Holdings will pay $165,000 in damages to the three affected employees.
• Non-Monetary Relief: The company will implement new protocols for reporting harassment and discrimination, distribute these protocols to all employees, and provide training on these protocols and general discrimination laws. This training will include the company's leadership and will be conducted by a third party.

Conclusion

This settlement underscores the importance of protecting employees from retaliation when they report discrimination or participate in investigations. The comprehensive non-monetary relief agreed upon by Third Bench Holdings aims to foster a workplace environment free from retaliation and discrimination. The company's commitment to implementing new protocols and training demonstrates a proactive step towards ensuring compliance with federal laws and promoting a respectful workplace culture. This case reminds employers of their legal obligations under Title VII and the consequences of failing to uphold these standards.