EEOC Sues Applebee’s Franchise and Gymnastics Facility for Sexual Harassment of Teen Employees

Background

In two recent lawsuits, the U.S. Equal Employment Opportunity Commission (EEOC) alleges that young female workers at an Applebee’s franchise in Alabama and a gymnastics facility in Mississippi were subjected to persistent sexual harassment. According to the EEOC, both companies failed to protect teenage employees from inappropriate conduct by supervisors, coworkers, and customers, violating federal protections designed to ensure a safe work environment.

Details of the Incidents

Applebee’s Franchise (Quality Restaurant Concepts, LLC)

At the Applebee’s restaurant in Chelsea, Alabama, at least six female employees faced a sexually hostile work environment beginning in April 2023. The lawsuit claims that harassment came from a male general manager, other male employees, and even customers. The reported misconduct included unwanted sexual comments, advances, inappropriate physical contact, and other sexually offensive behavior.

Despite complaints, the franchise allowed the male general manager to continue working closely with female employees. Notably, the manager had a prior history of sexually harassing a 16-year-old female employee at another location. In one instance, after a 16-year-old employee reported harassment by a 38-year-old bartender, management reprimanded her instead of addressing the issue, ultimately barring her from working as a server. At least two female employees eventually resigned due to the toxic workplace conditions.

Intrepid Gymnastics, LLC

The EEOC also filed suit against Intrepid Gymnastics, a Mississippi-based training facility, for exposing young employees to pervasive sexual harassment. Allegations indicate that the president and majority owner repeatedly harassed a 19-year-old female employee and others, including soliciting sex for money, requesting employees to recruit others for group sexual encounters, and sending sexually explicit text messages. Intrepid Gymnastics failed to implement a clear harassment policy, provide instructions for reporting misconduct, or identify a contact person for harassment complaints.

Legal Background

Both lawsuits cite violations of Title VII of the Civil Rights Act of 1964, which prohibits workplace discrimination based on sex, including sexual harassment and retaliation. Employers are legally required to take immediate and appropriate action to prevent and address harassment once they become aware of it. Failure to implement clear anti-harassment policies and procedures can also be grounds for liability under federal law.

Settlement and Relief

As of now, both lawsuits are pending in U.S. District Courts, and settlements have not been announced. Typically, in similar cases, the EEOC seeks monetary damages for affected employees, policy reforms within the organizations, mandatory training, and ongoing monitoring to ensure compliance with federal laws.

Key Takeaways

1. Employers Must Act Promptly: Immediate and appropriate responses to harassment complaints are essential to prevent liability.
2. Young Workers Are Especially Vulnerable: Employers must recognize that younger employees, particularly teenagers, may be less aware of their rights and more hesitant to report misconduct.
3. Clear Anti-Harassment Policies Are Critical: Organizations should have well-defined, accessible policies and reporting mechanisms to address and prevent sexual harassment.

Conclusion

These lawsuits serve as a reminder that employers must take proactive steps to protect all employees—especially vulnerable young workers—from harassment and discrimination. Failing to act on reports of harassment or failing to create a safe, respectful environment not only violates federal law but also exposes businesses to serious legal and reputational risks.

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