Restroom graffiti proves costly for contractor
Construction company settles EEOC discrimination lawsuit alleging that workers were subjected to racial harassment via graffiti
A California-based construction company, while denying any liability, agreed to pay $725,000 and furnish other relief in order to settle a racial harassment lawsuit.
The U.S. Equal Employment Opportunity Commission (EEOC), which filed the suit, announced the settlement on May 13.
The EEOC charged that under the supervision of the general contractor for a construction project on a university campus, Black and Hispanic workers were harassed.
The alleged harassment included verbal remarks and racially offensive graffiti in the worksite’s portable restroom facilities. The agency also claimed that workers were retaliated against when they complained.
According to the EEOC, the construction company failed to take effective corrective action to remedy the racial harassment. The alleged conduct violates Title VII of the Civil Rights Act of 1964.
The EEOC filed suit in U.S. District Court for the Central District of California after first attempting to reach a pre-litigation agreement through its conciliation process. In addition to paying $725,000 in monetary relief, the company agreed to:
- Retain an external equal employment opportunity monitor to review its compliance with Title VII;
- Review and revise its harassment and retaliation policies and procedures;
- Provide training to all employees on racial harassment and retaliation;
- Establish a centralized tracking and monitoring system for racial harassment complaints and to prevent retaliation; and
- Hold subcontractors accountable by requiring them to verify having policies; procedures, and training against harassment, discrimination, and retaliation.
The EEOC will monitor compliance with the agreement.
An EEOC spokesperson called construction site racial harassment, discrimination, and retaliation, “an ongoing industry-wide problem.”
Key to remember: All employers, including those in the construction field, should review their harassment policies and procedures to make sure they are in compliance with federal and state laws.
(EEOC v. Hathaway Dinwiddie Construction Company, Case No. 2:20-cv-06741)