A Colorado automotive group fired a woman who had been part of a lawsuit alleging the company fostered a sexually hostile work environment. And guess what? She filed another EEOC complaint, and the company’s now looking at a $50,000 settlement.
The company agreed to settle the hostile work environment suit, and Lucille Fancher — a 10-year employee — was entitled to a portion of the settlement.
But, according to the EEOC, Fancher was called into a meeting with the general manager and told that if she accepted her part of a settlement, she would no longer have a job.
Fancher refused the ultimatum and was fired. Another employee who did not accept her share of the settlement kept her job.
So Fancher was involved in another EEOC case — this one alleging retaliation. And a federal district court judge awarded her $50,000, the maximum amount that may be levied against employers with fewer than 101 employees.
In addition to the monetary settlement, the two-year consent decree settling the suit requires the companies post notice of the decree in the workplace, provide live employee training on anti-discrimination and anti-retaliation laws, and provide periodic reports to the EEOC.
The company’s name: “Dealin’ Doug” Moreland Automotive Group. Apparently that “good deal” policy doesn’t extend to the organization’s employees.