A Colorado automotive group fired a woman who had been part of a lawsuit alleging the company fostered a sexually hostile work environment. And guess what? She filed another EEOC complaint, and the company’s now looking at a $50,000 settlement.

The company agreed to settle the hostile work environment suit, and Lucille Fancher — a 10-year employee — was entitled to a portion of the settlement.

But, according to the EEOC, Fancher was called into a meeting with the general manager and told that if she accepted her part of a settlement, she  would no longer have a job.

Fancher refused the ultimatum and was fired. Another employee who did not accept her  share of the settlement kept her job.

So Fancher was involved in another EEOC case — this one alleging retaliation. And a federal district court judge awarded her $50,000,  the maximum amount that may be  levied against employers with fewer than 101 employees.

In addition to the monetary settlement, the  two-year consent decree settling the suit requires the companies post notice of  the decree in the workplace, provide live employee training on  anti-discrimination and anti-retaliation laws, and provide periodic reports to the EEOC.

The company’s name: “Dealin’ Doug” Moreland Automotive Group. Apparently that “good deal” policy doesn’t extend to the organization’s employees.

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