Sexual Harassment at Salem Assisted Living Facility

Farmington Center's employees forced to quit over Sexual Harassment, EEOC Charges.

(Seattle) - An Oregon-based company with sixteen "assisted living" facilities throughout Oregon, Washington, and Idaho violated federal law when it sexually harassed its female employees, forcing some to quit as a consequence, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a sex discrimination lawsuit it filed today.

The EEOC filed its lawsuit today on behalf of Anita Clark and other female employees who worked as caregivers at Farmington Center's "Farmington Square" facility in Salem, Ore. The EEOC alleges that Clark and others were relentlessly harassed by the husband of one of Farmington Center's residents, who rubbed up against them, gave them unwanted hugs, grabbed their breasts, and made sexual remarks including asking them to strip and perform pole dances for him, and wear "teddies" when they served meals.

When Clark and others brought the situation to the attention of management, and pleaded with them to take some action, they were told that they should just ignore him because he meant no harm and because he was a "private pay," and thus good for business.

Such alleged conduct violates Title VII of Civil Rights Act of 1964. After first attempting to reach a voluntary settlement through conciliation, the EEOC filed the lawsuit (EEOC v. Farmington Centers, Inc., CV-07-1441 PK) in U.S. District Court for the District of Oregon, and will seek monetary damages on behalf of Clark and a class of similarly situated employees, training on anti-discrimination laws, posting of notices at the work site and other injunctive relief.

According to EEOC Regional Attorney William R. Tamayo, "Employers have a duty to ensure a work environment free from sexual harassment. Courts have repeatedly held that this duty extends not only to employees of the company, but to third parties as well. It makes no difference whether an employee is being harassed at the workplace by a fellow employee or by a customer. In both instances, management must take the necessary steps to put an end to the hostile environment or face serious consequences."

The EEOC enforces federal laws in the private and federal sectors prohibiting employ¬ment discrimination based on race, color, gender, religion, national origin, age and disability. Additional information about the EEOC is available on its web site at eeoc.gov.
Source: EEOC