UPS Settles Sexual Harassment Case with EEOC for $10,000 at Santa Barbara Facility

Background

In December 2021, a sexual harassment complaint was filed against United Parcel Service (UPS) involving its Santa Barbara, California service center. The complaint alleged that UPS failed to address repeated sexual harassment by a coworker and denied promotion opportunities based on sex. Following an investigation, the U.S. Equal Employment Opportunity Commission (EEOC) determined there was reasonable cause to believe the company violated federal law.

Incident Details

The EEOC’s investigation concluded that UPS permitted a hostile work environment by failing to adequately respond to ongoing sexual harassment at its Santa Barbara location. According to the charge, not only was the original complainant affected, but a broader class of female employees was also subjected to inappropriate behavior. Despite receiving complaints, UPS did not implement sufficient corrective action during the period in question. The original charging party later chose to pursue the matter independently, while the EEOC moved forward to resolve the issue on behalf of another impacted employee.

Legal Background

Under Title VII of the Civil Rights Act of 1964, employers are prohibited from engaging in or allowing discrimination based on sex, which includes sexual harassment. Employers are also responsible for taking prompt and appropriate action to stop harassment once they become aware of it. Failure to do so can result in federal enforcement actions, monetary penalties, and mandatory corrective measures.

Settlement Terms

UPS agreed to a conciliation agreement with the EEOC to resolve the charge. As part of the settlement:

• The company will pay $10,000 in monetary relief to the remaining affected class member.
• UPS will provide sexual harassment prevention training to all employees at its Santa Barbara service center.
• The company must display its “Golden Rules” policy in restrooms at the location as a daily reminder of workplace conduct expectations.
• A notice of employee rights will be posted at the facility.
• The EEOC will monitor UPS's compliance for a period of three years to ensure ongoing adherence.

Key Takeaways

1. Timely Action Matters: Employers are obligated to investigate and resolve harassment complaints promptly.
2. Workplace Culture Must Reflect Policy: Written policies must be backed by active enforcement and visible commitment.
3. Training Is Essential: Education and awareness are crucial for preventing harassment and protecting employee rights.

Conclusion

The UPS Santa Barbara case serves as a critical reminder that all employers—regardless of size or industry—must uphold their responsibility to provide a safe, harassment-free workplace. Failure to act on reports of misconduct can lead to federal investigations, financial penalties, and long-term reputational damage.

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To reduce the risk of workplace harassment and ensure compliance with federal laws, sexual harassment training is essential. That’s where TAP Series comes in.

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