Subway Franchise Faces Lawsuit Over Sexual Harassment of Teenage Employee in Utah

Background

Franchise Management, LLC, an operator of more than 20 Subway locations in Utah, is facing legal action from the U.S. Equal Employment Opportunity Commission (EEOC) for alleged workplace sexual harassment. The case centers around the treatment of a 16-year-old male employee by a male district manager.

Incident Details

According to the EEOC’s lawsuit, the male district manager repeatedly harassed a 16-year-old male employee over several months. The harassment included inappropriate sexual comments, requests for explicit photos, and sexually suggestive conversations involving pornography and sexual preferences. The manager also sent images of himself in his underwear to the minor.

The situation escalated in September 2020, when the manager allegedly sexually assaulted the employee twice during a work shift. Despite these actions, Franchise Management, LLC failed to intervene or take appropriate corrective action to prevent or stop the harassment.

Legal Background

The conduct described in the lawsuit violates Title VII of the Civil Rights Act of 1964, which prohibits sexual harassment in the workplace, including same-sex harassment. The law protects employees of all genders and ages from hostile work environments and mandates that employers address complaints of harassment promptly and effectively.

The EEOC filed the lawsuit (EEOC v. Franchise Management, LLC, Case No. 2:25-cv-000392-DBP) in the U.S. District Court for the District of Utah after efforts to resolve the matter through administrative conciliation failed.

Settlement and Relief

At this stage, the case has been filed and is pending litigation. No financial settlement or injunctive relief has been announced yet. However, the EEOC seeks monetary damages for the affected teen, as well as injunctive relief to prevent further violations of Title VII, such as employee training, policy changes, and managerial accountability.

Three Key Takeaways

1. Same-Sex Harassment Is Unlawful: Sexual harassment is illegal regardless of the gender of the perpetrator or victim.
2. Young Workers Need Strong Protections: Teenage employees, particularly in fast-food settings, are vulnerable and require robust systems for reporting and prevention.
3. Employer Responsibility Is Non-Negotiable: Businesses must respond promptly and effectively to any signs of harassment, or they risk legal consequences.

Conclusion

This lawsuit serves as a stark reminder that workplace sexual harassment, especially involving minors, must be taken seriously. Companies—particularly those employing young workers—must enforce clear anti-harassment policies, provide training, and ensure a safe reporting structure to avoid tragic consequences and legal exposure.

Prevent Sexual Harassment Before It Starts: Train with TAP Series

One of the most effective ways to combat workplace harassment is through proper training. TAP Series is a recognized leader in online compliance training, offering engaging, accessible sexual harassment prevention courses for businesses of all sizes.

TAP Series simplifies the training experience while meeting legal requirements. By equipping your team with the knowledge and tools to recognize, report, and prevent harassment, you’re building a culture of respect and safety from the ground up.

Protect your employees. Safeguard your business. Choose TAP Series for your compliance training needs.