Resort owner, EEOC settle second sex harassment suit

A Washington resorts operator has reached a $570,000 settlement of a sexual harassment lawsuit filed by the U.S. Equal Employment Opportunity Commission, which marks the second time the resort owner has settled with the EEOC for alleged similar conduct.

Female employees at both Bonneville Hot Springs in North Bonneville, Washington, and Carson Hot Springs Resort and Golf Course, in Carson, Washington, which are operated by Bonneville Hot Springs Inc. and Carson Hot Springs Resort LLC, suffered lewd sexual comments and propositions and inappropriate touching and groping by the owner, said the EEOC, in a statement issued Friday.

The EEOC filed suit in U.S. District Court in Tacoma, Washington, charging violation of Title VII of the Civil Rights Act of 1964. In addition to providing $570,000 in damages to six former female employees, the five-year consent decree settling the lawsuit provides for policies and training to prevent discrimination and harassment, among other provisions.

An earlier lawsuit against Bonneville Hot Springs Inc. and its owner resulted in a $470,000 settlement in 2008 for similar conduct occurring at least since 2004, according to the EEOC.

“I cannot recall seeing a pattern of repeated, abusive conduct spanning such a long time period,” EEOC Seattle Field Office Director Nancy Sienko said in the statement.

“This owner exploited his power over female employees who deserved to work free from harassment. We commend the women who spoke up so that we could take action again.”

EEOC Senior Trial Attorney Teri Healy said, “This consent decree creates strong measures to prevent and deter any future employee harassment. And current employees should know they are free to reach out to the EEOC to report any conduct they consider improper.”

The defense attorney in the case had no comment.

Uber Technologies Inc. said in December it would establish a $4.4 million fund to compensate anyone whom the EEOC determines experienced sexual harassment and/or related retaliation at the company after Jan. 1, 2014.