Coral Gables Trust Company to Pay $180,000 to Settle EEOC Sexual Harassment and Retaliation Suit
Coral Gables Trust Company (CGTC), a South Florida-based privately held trust company that provides wealth investment management and trust services throughout Florida, will pay $180,000 and provide significant equitable relief to settle a sexual harassment and retaliation suit filed by the U.S. Equal Employment Opportunity Commission (EEOC).
According to the EEOC’s lawsuit, a female executive assistant and marketing officer was subjected to a hostile work environment based on her gender and then retaliated against after she complained. The hostile work environment included verbal and physical harassment based on her sex at CGTC’s Coral Gables office and at various locations throughout South Florida that the executive assistant visited on business trips.
Sexual harassment and retaliation for complaining about it violates Title VII of the Civil Rights Act of 1964. The EEOC filed suit against CGTC in U.S. District Court for the Southern District of Florida, Miami Division after first attempting to reach a pre-litigation settlement through EEOC’s conciliation process.
The EEOC and CGTC reached an agreement to resolve the suit through a consent decree that requires the company paying $180,000 to the discrimination victim and providing her with a positive job reference. In addition, the decree requires that CGTC retain an independent equal employment opportunity consultant to investigate all complaints of sex-based harassment, discrimination or retaliation. The company must also distribute a revised policy against sex discrimination; post a notice informing employees about the suit; provide anti-discrimination training to all managers and employees; and provide individual training to the company’s chief wealth advisor. Further, CGTC agreed to designate two board members to receive future complaints of harassment, discrimination, or retaliation.
A spokesman for the EEOC said that “they will not only keep enforcing federal anti-harassment laws, it will also continue to encourage employers to implement and maintain robust training in order to prevent harassment from occurring in the first place.”
If you are wrongfully terminated or even demoted from your job as a result of reporting sexual harassment in your workplace, your employer could be liable for retaliation. Florida and federal laws are unmistakably clear that termination or demotion as a result of reporting harassment or discrimination is illegal.