Labor & Employment Law Daily Wrap Up, EEOC NEWS—$40K settles sexual harassment suit, 2 new ones filed; disability suit alleges interactive process failure, (Sep 24, 2025)

By Pamela Wolf, J.D.

A female office manager was purportedly left with no choice but to resign after sexual harassment by a company owner escalated to physical assault.

As the EEOC’s fiscal year nears its end on September 30, the federal antidiscrimination agency separately announced its recovery of $40,000 to resolve sexual harassment and constructive discharge allegations against a Georgia employer, and its filing of new sexual harassment lawsuits against employers in Georgia and Virginia. The EEOC also filed a disability discrimination lawsuit against an employer in Florida.

Sexual harassment by owner escalated to physical assault. Action Insulation Co. agreed to pay $40,000 to settle allegations that the Port Wentworth, Georgia, general contractor specializing in insulation installation and asbestos abatement violated Title VII when its owner subjected a female office manager to sexual harassment. The harassment included making unwanted sexual comments and jokes, showing her lewd photographs, slapping her buttocks, pulling her hair, and touching her in an unwanted manner. The office manager resisted the owner’s advances and complained twice to her supervisor, but the company failed to take any action to stop the harassment, according to the EEOC. The office manager was purportedly left with no choice but to resign after the harassment escalated to physical assault.

In addition to the monetary relief for the employee, the three-year consent decree settling the suit requires Action Insulation to revise and redistribute its anti-harassment policies; provide anti-harassment training to its employees; post a notice in the workplace informing employees of the settlement and of their rights against discrimination; and to report periodically to the EEOC on complaints of sexual harassment.

The EEOC filed its lawsuit in the Southern District of Georgia, Savannah Division; the case is No. 4:25-CV-00152-RSB-CLR.

Sexually harassed by immediate supervisor. In a new lawsuit, the EEOC claims that C&M Defense Group, LLC, a provider of security services to businesses in Atlanta, and now operating as Global Security Management Team, LLC, violated Title VII by subjecting a female security officer to sexual harassment and firing her after she complained about the abuse. The security officer allegedly was subjected to sexual harassment by her immediate supervisor that included frequent, unwanted sexual comments, sexual advances, and threats of physical violence after the she rejected the supervisor’s advances. The security officer complained to C&M’s field support manager and to the owner/CEO, but the company failed to properly remedy the harassment, and instead reassigned her to a job site with hours it knew she could not work, effectively terminating her employment, according to the EEOC.

“Ensuring workplaces are free from sexual harassment remains a top priority for the EEOC,” said EEOC District Director Darrell Graham. “Our agency will hold employers accountable if they allow this type of inexcusable conduct to occur.”

The EEOC brought its lawsuit in the Northern District of Georgia, Atlanta Division; the case is No. 1:25-cv-5337.

Owner subjected employees to sexual harassment. Moore Comfort Home Care, LLC, violated Title VII by subjecting female employees to sexual harassment, according to a new EEOC lawsuit. One of the Norfolk, Virginia-area private home health care services company’s owners allegedly subjected at least three female employees to sexual harassment between 2021 and 2023. The harassment included making unwanted sexually suggestive comments, engaging in unwanted sexual touching, and making unwanted sexual advances. The employees reportedly resisted the owner’s advances and at least two employees complained about the harassment to another owner of the company; at least one was forced to resign because of the intolerable working conditions.

The EEOC filed its lawsuit in the Eastern District of Virginia, Norfolk Division; the case is No. 2:25-cv-00591.

Failed to discuss reasonable accommodation before firing. Fluent Servicing, LLC, a Tampa-based medical marijuana treatment center, violated the ADA when it failed to provide a reasonable accommodation for and then fired an employee with a disability, the EEOC claims in a new lawsuit. The employee had a seizure at work and called out sick for a handful of days. Fluent then instructed her to obtain a doctor’s note before she could return to work. She provided the note, which included a request for a reasonable accommodation, but instead discussing the reasonable accommodation with the employee, the company immediately terminated her, according to the EEOC.

“Employers that receive requests for reasonable accommodations must engage in an interactive process to identify and provide reasonable accommodations for employees with disabilities, absent undue hardship,” said EEOC Regional Attorney Kristen Foslid. “This is not only basic fairness, but also a matter of federal law, which EEOC will enforce.”

The EEOC filed its lawsuit in the Middle District of Florida, Tampa Division; the case is No. 8:25-cv-02522-JLB-SPF.

Companies: Fluent Servicing, LLC; C&M Defense Group, LLC; Global Security Management Team, LLC; Moore Comfort Home Care, LLC; Action Insulation Co.

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