Not a Member? Get access to HR news and resources that you can trust.
Standing desks and other innovative workstations can help counterbalance the negative health effects of sitting.
Is your employee handbook ready for the New Year? With SHRM’s Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Get the HR education you need without travel expenses or time out of the office.
Elevate Your Talent Strategy. Join us in Chicago, IL – April 24-26, 2017.
Newport News Industrial Corporation (NNIC) agreed to pay $65,000 and provide substantial injunctive relief to settle an employment discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced April 27, 2014. The company fired an employee who complained she was being discriminated against based on her gender, according to the EEOC.
The EEOC claimed that NNIC hired Julia Horton on Sept. 27, 2010, as a planner to assist with a nuclear plant outage at the Brunswick Nuclear Power Plant in Southport, N.C. Around Nov. 15, 2015, Horton initially complained about the site superintendent treating her in an aggressive, intimidating, sarcastic and condescending manner because of her gender. The company's vice president/general manager completed an investigation into Horton's complaints on Nov. 30, 2015. On Dec. 2, 2015, only 17 days after her initial complaint, and two days after the company's VP completed his investigation, Horton was fired.
The EEOC charged that Horton was fired in retaliation for her complaints about gender-based discrimination. Such alleged conduct violated Title VII of the Civil Rights Act of 1964, which makes prohibits employers from retaliating against someone who complains about discrimination. The EEOC filed suit against NNIC after first attempting to reach a voluntary pre-litigation settlement.
In addition to providing monetary relief to Horton, the company entered into a three-year consent decree requiring it to provide annual training to all supervisors, managers, and employees, to prevent future retaliation. The company also agreed to provide information to the EEOC about the names of employees who complained about discrimination, and who were thereafter subjected to an adverse employment action. Finally, it agreed to post a notice to employees concerning their rights under the laws the EEOC enforces.
"Employers cannot punish employees who report discrimination," said Lynette A. Barnes, regional attorney for the EEOC's Charlotte District Office.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
HR Education in a City Near You
SHRM’s HR Vendor Directory contains over 3,200 companies