DALLAS — A Texas jury has awarded a substantial sum in damages to a female parts clerk following a lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC) against SkyWest Airlines over claims of sexual discrimination, retaliation, and a hostile workplace environment. The announcement made by the EEOC on November 22 highlights the case, which culminated in a jury verdict awarding the plaintiff $2 million in punitive damages and $170,000 for emotional distress.
The EEOC lodged the lawsuit against SkyWest Airlines, Inc. in 2022, marking a significant legal challenge under Title VII of the Civil Rights Act of 1964. Even though the punitive damages were later reduced to $300,000 due to statutory caps, the case represents the largest jury trial award ever secured by the EEOC in the Northern District of Texas.
The plaintiff, a long-term employee of SkyWest, had worked for the airline in various capacities over 12 years. She transferred to the Dallas-Fort Worth area in 2019, assuming the role of a parts clerk. Within weeks of her new role, she experienced unwelcome sexual remarks, jokes, and gestures from colleagues, according to court documents.
The situation escalated when the employee reported the offensive conduct to her supervisor, who allegedly cautioned that addressing the harassment might exacerbate the situation. Following the unbearable work environment, she took an unpaid medical leave from late October to early December to attend to her mental health.
Upon returning, she found the toxic culture unchanged, prompting further complaints from her. SkyWest eventually placed her on paid administrative leave pending an investigation, which concluded with a recommendation for compulsory sexual harassment training for all employees.
The employee sought to return to work in May but was informed she couldn’t come back until the training had been completed for all staff. Feeling isolated and without a clear timeline for a safe return, she resigned.
The case highlights key violations of Title VII, asserting that SkyWest maintained a hostile work environment and engaged in sex discrimination. The verdict acknowledged the harassment but did not agree with the EEOC’s claim of retaliation, despite the employee being placed on indefinite leave.
This legal episode underscores the importance for employers to maintain robust harassment policies. The EEOC has issued guidelines for creating effective workplace policies, which emphasize clear communication to employees, defining unacceptable behavior, outlining complaint processes, and ensuring investigations are prompt, impartial, and thorough.
The timing of such actions is crucial. In June, the definition of “prompt” was examined in relation to revised harassment guidelines, determining that a day’s response could be considered prompt, while a two-month delay could be deemed inadequate, particularly for severe allegations.
In this context, proactive employer responses to harassment complaints are critical not only for compliance but also for defending against potential legal claims. Conversely, delayed or inadequate responses can severely undermine an employer’s defense in harassment cases.
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