The Costs of Employer-Employee Litigation
The recently resolved case of EEOC v. Lehigh Cement Co. (United States District Court for the District of Maryland) highlights the costs of employer-employee litigation and the need, not only for appropriate best practices, but actual implementation of those practices to mitigate employer risk.
Former Lehigh Cement employee Amanda Stevens filed a complaint with the EEOC. Claiming various events of sexual harassment related to Stevens’ employment with Lehigh Cement, the EEOC filed a complaint in the United States District Court for the District of Maryland.
Lehigh entered into a Consent Decree to resolve the litigation. In addition to paying substantial financial compensation ($277,000), Lehigh agreed to various actions aimed at resolving the alleged hostile environment. While Lehigh denied the allegations, the case highlights the high cost to employers of employer-employee litigation; from attorneys’ fees to settlement costs (monetary and non-monetary) regardless of an actual finding against the employer.
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