Yakima Orchard Pays $127,500 in Sexual Harassment Case Involving Latina Farmworker

Background

In a recent workplace harassment case, Chief Orchards Administrative Services, a tree fruit business based in Yakima, Washington, has reached a settlement after being accused of allowing prolonged sexual harassment against a female farmworker. The U.S. Equal Employment Opportunity Commission (EEOC) brought forward the allegations following an extensive investigation into the company's practices during the 2017 and 2018 harvest seasons.

Details of the Incident

According to case records, a male picker persistently harassed a female Latina checker over two seasons. The harassment included unwanted comments about her body, being followed to the bathroom, and non-consensual physical contact. Despite the worker's repeated reports to supervisors, no effective action was taken. The company assured her the harasser would not return for the 2018 season, yet he was rehired, and the harassment resumed.

The situation escalated to a physical assault that caused severe emotional distress to the victim. Fearing for her safety and lacking organizational support, she resigned from her job.

Legal Framework

The conduct in question violated Title VII of the Civil Rights Act of 1964, which prohibits workplace discrimination, including sexual harassment. Employers are legally required to investigate complaints and implement corrective actions to ensure a safe work environment.

The EEOC filed suit in the U.S. District Court for the Eastern District of Washington (Case No. 1:21-cv-03125-MKD) after attempts at pre-litigation resolution failed.

Settlement Terms and Relief

Under a three-year consent decree, Chief Orchards has agreed to:

• Pay $127,500 in monetary relief to the former employee.
• If the company resumes hiring orchard workers, it must:
• Develop and implement new anti-harassment policies.
• Appoint a trained Title VII compliance specialist.
• Designate a Spanish-speaking point of contact for harassment concerns.
• Conduct companywide training on anti-discrimination and retaliation prevention.

These actions aim to improve accountability and prevent future violations.

Key Takeaways

1. Failure to Act on Complaints Has Consequences: Ignoring repeated reports of harassment can result in legal liability and financial penalties.
2. Protection of Vulnerable Workers Is Essential: Agricultural employers must ensure protections are in place for women, particularly those with limited English proficiency or immigration-related vulnerabilities.
3. Preventive Measures Are Legally Required: Companies must have robust anti-harassment policies, especially in environments where supervisors may work unsupervised or manage closely connected workers.

Conclusion

This case underscores the importance of timely and effective responses to workplace harassment. Agricultural and seasonal employers are not exempt from federal labor laws and must proactively prevent, investigate, and correct incidents of misconduct. Protecting vulnerable workers—especially women in male-dominated and high-risk industries—is both a legal and ethical imperative.

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