Each month, the Equal Employment Opportunity Commission (EEOC) files lawsuits and settles cases covering the federal laws they are responsible for enforcing. These federal laws include:
Below is a list of lawsuits and settlements by the EEOC in from March 16 to March 31, 2025.
EEOC Lawsuits
Texas: Dallas Trial Court Upholds Maximum Damages Award of $300,000 Against SkyWest Airlines, Inc. in EEOC Sexual Harassment Suit
Sex discrimination; Sexual harassment
Title VII of the Civil Rights Act
In November 2024, following a six-day trial, a federal jury awarded $2.17 million in damages against SkyWest for sexually harassing Sarah Budd, including $170,000 for past and future compensatory damages and $2 million in punitive damages. The court reduced the jury’s award to $300,000 based on the statutory caps under Title VII of the Civil Rights Act of 1964 which are applicable to compensatory and punitive damages.
According to the EEOC, Budd’s coworkers and at least one manager made constant offensive and humiliating sexual comments to Budd. These comments included requests for Budd to perform demeaning sex acts and frequent remarks about rape and rape victims. Budd, herself a survivor of sexual assault, experienced physical illness and mental anguish as a result of her work environment. Budd reported the sexual harassment on several occasions to company officials, but SkyWest failed to remedy the situation, the EEOC said.
EEOC Settlements
Georgia: CPG Staffing and Executive Personnel Group Pay $60,000 to Settle EEOC Disability Discrimination Lawsuit
Disability discrimination
Americans with Disabilities Act (ADA)
The EEOC suit alleged that CPG Staffing and Executive Personnel rescinded a welding applicant’s job offer after learning from a post-offer medical questionnaire that he had injured his knee on a job two years earlier. Before disclosing the prior injury, from which he had completely recovered, the applicant successfully passed a welding test. The welding test involved climbing ladders and crouching and crawling on beams. The applicant indicated he could perform the essential duties of the welder job, did not require a reasonable accommodation, and provided a letter from his physician clearing him to work. Yet, Executive Personnel’s risk manager instructed CPG Staffing not to hire the applicant because of his prior injury. CPG Staffing, in turn, rescinded the applicant’s job offer.
Georgia: Reliable Maintenance Solutions to Pay $25,000 and Undertake Remedial Measures in EEOC Disability Discrimination Lawsuit
Disability discrimination
Americans with Disabilities Act (ADA)
The EEOC charged that, in March 2021, Reliable refused to hire an experienced applicant for a heavy equipment operation position because of his disability. The applicant is a right-arm amputee with years of work experience operating dump trucks, and he was working as a dump truck operator at the time of his application to Reliable. According to the lawsuit, the company interviewed the applicant for the position and assured him that his status as an amputee would not be an impediment to his hiring. Although the applicant then successfully completed safety training, the lawsuit alleges Reliable claimed at least one of its clients was uncomfortable with an amputee being employed as a heavy equipment operator, and so the applicant was not hired.
Utah: HHS Environmental to Pay $400,000 in EEOC Sexual Harassment Lawsuit
Sex discrimination; Sexual harassment; Retaliation
Title VII of the Civil Rights Act
According to the lawsuit, a group of female housekeepers were repeatedly subjected to sexual harassment by a male employee, who made inappropriate sexual comments and frequently attempted to inappropriately kiss, touch and grab the female employees without their permission. Despite the employees’ multiple and persistent reports of harassment, the EEOC said, the company took no action for over a year to curb the harassment, and it retaliated against the female employees by firing two of them after they reported the sexual harassment. HHS also retaliated against another female victim by doubling her workload until she eventually resigned due to the untenable working conditions.
West Virginia: Walmart to Pay $415,112 in EEOC Sexual Harassment and Retaliation Suit
Sex discrimination; Sexual harassment; Retaliation
Title VII of the Civil Rights Act
According to the EEOC’s lawsuit, the former manager of a Walmart Supercenter in Lewisburg, West Virginia subjected female employees to egregious sexual harassment, including unwelcome and offensive sexual touching; requests for sexual acts in exchange for money or favorable treatment at work; requests that female workers expose their breasts; and making crude sexual innuendos.
The EEOC charged that Walmart received multiple complaints about the store manager’s conduct and failed to take appropriate action to stop the harassment. After the store manager subjected a female employee to particularly egregious harassment, she reported the harassment to Walmart. The company then fired her in retaliation for her actions opposing the harassment and because she filed a charge of discrimination, the EEOC said.
