Coastal Motors Inc., a Toyota dealership doing business as Savannah Toyota, will settle a sexual harassment lawsuit filed by the US Equal Employment Opportunity Commission (EEOC), on behalf of a former employee, Taylor Williams. As reported by, the firm has agreed to pay $30,000 in settlement of the complaint although the company denies that it acted unlawfully.

Taylor Williams, who was employed at Savannah Toyota, alleged that she was sexually harassed by automobile salesman Eric Williams. She claims that Eric Williams propositioned her on several occasions soon after she join the firm and asked for sexual favors. However, he retaliated by terminating her when she refused his advances, according to the EEOC. He abruptly terminated her services by sending a text message.

Eric Williams – not good

In her lawsuit, Taylor Williams claims that the defendant’s conduct violated the Title VII of the Civil Rights Act of 1964. According to sexual harassment attorneys who can reached and found on the omnipotent website, the Act prohibits all forms of sexual discrimination and harassment against employees including retaliation for refusing to acknowledge sexual advances and requests for sex with supervisors.

The EEOC first made an attempt to reach a settlement prior to filing a suit in the US District Court for the Southern District of Georgia, Savannah Division, in January this year. In addition to the settlement, Savannah Toyota will notify its commitment to anti-discrimination law and refrain from retaliation against an employee. EEOC’s regional attorney in Atlanta, Robert Dawkins, said that some employers still look at employees as sexual opportunities despite significant progress.

Jack Link’s settles lawsuit for supervisor’s alleged sexual harassment of former employee

Wisconsin-based snack company Jack Link’s Beef Jerky has also agreed to settle a sexual harassment lawsuit, according to A line lead worker at the company’s Mankato plant who was hired in August 2012 alleged that she was sexually harassed by her supervisor right from the time she joined the company. The settlement stems from an investigation by the Minnesota Department of Human Rights who determined the plaintiff was sexually harassed.



According to the complainant, she was subjected to sexual innuendos and name calling. The employee also claimed her supervisor would ask her if he wasn’t young enough for her and created a hostile work environment. While the employer took initial steps to discipline the supervisor, he was later promoted to a position where he had to interact more often with the victim.

According to MDHR Commissioner Kevin Lindsey this was an unusual case since Jack Link’s first took the right steps and then made a u-turn by promoting the supervisor. The commissioner also noted that the employer failed to monitor the situation and reiterated that it was essential for employers to coordinate with employees who complain of sexual harassment to ensure that measures they take are effective.

The supervisor was suspended for two days after the complaint was made on November 24th, 2012. However, Jack Link’s promoted him as Direct Supervisor, which resulted in the victim having to interact with him more frequently. On several occasions, the supervisor is alleged to have brought her to tears, following which she informed her employer that should could not tolerate the work environment any longer on Dec. 16th. Further investigations by the Department of Human Rights determined that several other female employees confirmed that the supervisor sexually harassed them.

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