Nationwide restaurant chain Chipotle Providers, Inc. pays $20,000 and furnish different aid to settle a U.S. Equal Employment Alternative Fee (EEOC) non secular harassment, retaliation, and constructive discharge lawsuit, the federal company introduced.
The EEOC swimsuit alleged that in July 2021, at a Lenexa, Kansas, Chipotle restaurant, a supervisor started harassing considered one of his staff due to her faith. The worker, a youngster on the time, is a religious Muslim and wears a hijab head protecting in observance of her religion. Her supervisor repeatedly requested her to take away her hijab and expose her hair. She rebuffed the requests and defined the non secular significance of the hijab. Then, on Aug. 9, 2021, after once more pressuring her to take off her hijab, the supervisor grabbed her head scarf and partially eliminated it himself. She instantly reported the incident, and tendered her two weeks’ discover the following day, the EEOC mentioned.
The EEOC’s lawsuit additional charged that Chipotle then refused to schedule the teenager all through her discover interval in retaliation for her grievance.
Such alleged conduct violated Title VII of the Civil Rights Act of 1964, which prohibits office harassment primarily based on faith in addition to retaliation for complaints of spiritual harassment. The EEOC filed swimsuit (EEOC v. Chipotle Providers, Inc., Civil Motion 2:23-cv-02439) in U.S. District Courtroom for the District of Kansas after first making an attempt to succeed in a pre-litigation settlement via its administrative conciliation course of.
Along with the $20,000 in financial aid, the three-year decree settling the swimsuit requires Chipotle to offer coaching to line staff within the Lenexa, Kansas, space thrice a yr on harassment and spiritual discrimination. The decree additionally requires Chipotle to commonly practice supervisory personnel relating to Title VII and spiritual discrimination. The corporate should additionally report back to the EEOC any complaints of spiritual harassment that happen throughout the pendency of the decree.
Supply: EEOC
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