THIS WAS FAR FROM ELECTRIFYING, NORVAL
A general manager of NorVal Electric Cooperative is said to have subjected an employee to “unwelcome sexual comments and physical touching.” And while on a business trip, the manager is said to have invited that individual to his hotel room.
When she sought to report the misconduct, the manager made threats about terminating her employment and is said to have blocked her from complaining to anyone at the company.
Since such conduct allegedly violated Title VII of the Civil Rights Act of 1964, the U.S. Equal Employment Opportunity Commission (EEOC) filed suit (EEOC v. NorVal Electric Cooperative, Inc., Case No. 4:19-cv-00071-BMM) in U.S. District Court for the District of Montana, Great Falls Division, seeking monetary damages and injunctive relief.
In a recently announced settlement, in addition to paying $50,000 to the impacted individual, the company agreed to modify its employment and training related practices.
By way of a written statement, Elizabeth M. Cannon, director of the EEOC’s Seattle Field Office, noted that, “Forcing a person to report harassment to her harasser runs contrary to business sense and best practice …. It is vital for employers to have robust policies and procedures that provide employees safe options to report harassment without fear of retaliation. This settlement sends a clear message that employers must protect their employees from harassment.”
Think that manager was on a power trip?
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