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July 8, 2024
The United States Equal Employment Opportunity Commission (EEOC) recently announced that it resolved a race discrimination and retaliation lawsuit against Iron Hill Brewery of Buckhead, LLC and Iron Hill Brewery, LLC, a chain of breweries and restaurants across several states.
The EEOC’s lawsuit alleged that Iron Hill discriminated against an African American employee of its Buckhead, Georgia location when it terminated his employment because of his race and in retaliation for reporting discrimination against African American employees, Hispanic employees, and women.
According to the lawsuit, on several occasions over the course of one month, an African American sous chef-in-training complained to Iron Hill that trainers were mistreating African American employees, Hispanic employees, and women. When the complainant asked his acting supervisor to “treat him like a human being,” Iron Hill allegedly sent him home and told him not to return until Iron Hill had a chance to review his previous write-ups, of which complainant had none.
The EEOC’s lawsuit alleges that, after Iron Hill sent complainant home, Iron Hill’s general manager told complainant that “they want to fire you” and that the company did not like complainant “speaking up.” The complainant sent Iron Hill an email alleging that employees, both current and former, had concerns about discrimination because of gender, race, and citizenship. He further alleged in the email that, after he complained about the discrimination, his acting supervisor began to speak to him disrespectfully. He also alleged that a woman was not being provided a safe, private place to express breast milk (instead, she allegedly had to express milk in a public restroom because Iron Hill management would not vacate the private office in the restaurant when she needed it to express milk).
When Iron Hill requested additional detail about the complaints, complainant provided it. Thereafter, the complainant allegedly received unwarranted disciplinary action and was fired.
The alleged conduct violates Title VII of the Civil Rights Act of 1964, which prohibits retaliation for engaging in protected activity and prohibits discrimination based on race.
The three-year decree that settled the lawsuit requires Iron Hill to pay $115,000 in monetary relief, provide nationwide training for its employees focused on Title VII’s prohibitions against race discrimination and retaliation, implement an anti-retaliation policy that provides examples of unlawful retaliation in the workplace, and post a notice that sets forth the general requirements of Title VII.
The case is EEOC v. Iron Hill Brewery of Buckhead, LLC, et al., No. 1:24-cv-01275-MHC-JKL (N.D. Ga.).
Employers: Title VII not only protects employees who complain about discrimination against themselves, it also protects employees who oppose discrimination against others. Take all complaints seriously. Investigate them and respond appropriately. It’s not just good business; it’s your duty.
The author of this article, Patricia Tsipras is a member of the Bar of Pennsylvania. This article is designed to provide one perspective regarding recent legal developments, and is not intended to serve as legal advice in Pennsylvania, Georgia, or any other jurisdiction, nor does it establish an attorney-client relationship with any reader of the article where one does not exist. Always consult an attorney with specific legal issues.
