Select Staffing to Pay $500,000 in EEOC Sexual Harassment Settlement

Background:

FRESNO, Calif. – Real Time Staffing Services, LLC, operating as Select Staffing, has agreed to pay $500,000 and provide injunctive relief to settle a lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC). The lawsuit was filed on behalf of a class of female agricultural workers, many of whom were temporary employees placed by Select Staffing.

Allegations:

The EEOC's lawsuit alleged that female workers assigned by Select Staffing to work at National Raisin's production facility experienced a sexually hostile work environment. The harassment included unwanted groping, sexually explicit comments, and requests for sexual favors. When the women reported the harassment, they faced retaliation, including termination. The EEOC charged that Select Staffing failed to address these complaints properly and relied on National Raisin to take corrective action, which did not occur.

Settlement:

The lawsuit (EEOC v. Sunshine Raisin Corporation, d/b/a National Raisin and Real Time Staffing Services, LLC, d/b/a Select Staffing, Case No. 1:21-cv-01424-JLT-HBK) was filed in the U.S. District Court for the Eastern District of California. The consent decree, approved by U.S. District Judge Jennifer L. Thurston on July 24, 2024, includes $500,000 in monetary relief and significant injunctive relief. The decree mandates that Select Staffing:

• Prohibit future discrimination and retaliation.
• Modify its employment practices, particularly for temporary workers.
• Implement direct EEOC monitoring.
• Train temporary workers on their Title VII rights.
• Train management and human resources on preventing and addressing harassment.
• Track complaints and ensure corrective actions are communicated to clients.

Recommendation:

It is strongly recommended that staffing agencies and companies in the agricultural industry implement comprehensive sexual harassment training programs. These programs should educate all employees, including temporary workers, about recognizing and reporting harassment. Training should also cover management and human resources responsibilities in preventing and addressing harassment.

Conclusion:

This settlement underscores the responsibility of staffing agencies to protect their employees from harassment and retaliation, even when placed at client sites. By taking proactive measures and ensuring proper training, companies can create a safer and more respectful work environment for all employees.