Horrific Exploit of Female Trucker in Toxic Work Environment: EEOC Lawsuit Awards Her $80k

Balfour Beatty made to pay $80K to settle a lawsuit for sexual harassment and retaliation against a female trucker in a toxic work environment.

Balfour Beatty Infrastructure Settles Female Trucker Sexual Harassment Case for $80,000

Balfour Beatty Infrastructure, Inc., a construction company, will pay $80,000 to settle a lawsuit brought by the U.S. Equal Employment Opportunity Commission (EEOC). The lawsuit claimed the company allowed sexual harassment and a hostile work environment for a female truck driver. It also said the company retaliated against her after she complained.

Details of the Female Trucker Case

The EEOC said the female truck driver faced harassment for over a year from male coworkers. One coworker asked her to send inappropriate photos, “talk dirty” to him, and sit on his lap. He also sent her explicit text messages. When she reported the harassment, the situation got worse.

Other male coworkers made mean and extremely hurtful comments. They called her offensive names and told her to “shut the f*** up you stupid b****.” They also told her that “this is a man’s world . . . if you can’t handle it then go work for Walmart.” After she complained, she was denied a promotion and moved to a less desirable job.

Violations of the Law

The company’s actions violated Title VII of the Civil Rights Act of 1964. This law protects workers from harassment and discrimination because of their sex, race, and other characteristics. It also protects workers from being punished for reporting such behavior.

Before filing the lawsuit (Case No. 4:23-CV-00144-FL), the EEOC tried to resolve the case with the company. However, when no agreement was reached, the EEOC filed the lawsuit in the U.S. District Court for the Eastern Division of North Carolina.

Settlement Requirements

In addition to paying $80,000, Balfour Beatty agreed to change its policies to prevent similar issues. The company will update its anti-harassment rules and train managers and employees on how to handle harassment and retaliation. Over the next two years, the company will provide regular updates to the EEOC to show it is following the new policies.

EEOC’s Warning to Employers

Melinda C. Dugas, regional attorney for the EEOC’s Charlotte District Office, said that employers need to take employee complaints seriously.

“This case illustrates that employers need to take swift action on employee complaints of sexual harassment and hostile work environment before the conduct escalates,” Dugas said.

Know Your Rights

This case is a reminder for companies to handle harassment complaints properly. Failing to act can lead to lawsuits and costly settlements.

It also shows workers that laws like Title VII are in place to protect them. Employees can report harassment or discrimination without worrying about retaliation.

For more information on your rights at work, visit the following EEOC pages:

Employers must create safe, respectful workplaces for all employees.