Law Offices of Dan A. Atkerson

What Makes This LGBT Discrimination Case So Important?

By Dan Atkerson on July 20, 2016

lgbt discriminationThe Equal Employment Opportunity Commission recently announced that it reached a settlement deal with IFCO Systems after a manager working for a subsidiary of the company was accused of committing LGBT discrimination. It’s fantastic that another victim of discrimination will be compensated for their trouble, but why is this case so important right now?

This is one of the first cases of LGBT discrimination in the workplace to be filed and settled by the EEOC. The commission has taken the stand that discrimination based on sexual orientation is covered by Title VII of the Civil Rights Act, arguing that it is included in sex discrimination. As such, they have begun filing suits against discriminatory companies.

LGBT Discrimination Lawsuit Against IFCO Systems

IFCO Systems will pay $202,000 as part of a settlement reached with the EEOC attorneys working on behalf of a lesbian former employee. According to the lawsuit, the plaintiff was subjected to repeated harassment from her manager, who reportedly said things such as “I want to turn you back into a woman.” Then, when the victim made a complaint on the harassment hotline, she was fired within a few days.

This kind of behavior is absolutely unacceptable. Sexual harassment and workplace discrimination based on sexual orientation have no place in business, and those who act otherwise should absolutely be punished.

Of the $202,000 settlement, $182,000 will go directly to the plaintiff as compensation for lost wages. The other $20,000 will be a donation to the Human Rights Campaign Foundation, where it will help support the foundation’s workplace equality project.

As part of the settlement deal, IFCO will also have to hire and retain a training expert for sexual orientation, gender identity, and transgender issues to prevent future acts of discrimination or harassment.

Dallas employment attorney Dan A. Atkerson will not tolerate discrimination, workplace retaliation, or sexual harassment, and neither should you.

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