Chipotle Settles EEOC Religious Harassment Lawsuit for $20,000
National restaurant chain Chipotle Services, Inc. has agreed to pay $20,000 and provide additional relief to settle a lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC) over allegations of religious harassment, retaliation, and constructive discharge.
The lawsuit stemmed from incidents at a Chipotle restaurant in Lenexa, Kansas, in July 2021. A supervisor allegedly harassed a teenage employee, a devout Muslim who wears a hijab, repeatedly asking her to remove her head covering. Despite her explanations of its religious significance, the supervisor forcibly removed her hijab on August 9, 2021. The employee reported the incident and resigned the following day.
The EEOC charged that Chipotle retaliated by refusing to schedule the teen for the remainder of her notice period. This conduct violated Title VII of the Civil Rights Act of 1964, which prohibits workplace harassment based on religion and retaliation for complaints of such harassment.
In addition to the monetary settlement, Chipotle will implement a three-year decree requiring regular training for employees and supervisors on harassment and religious discrimination. The company must also report any complaints of religious harassment to the EEOC during this period.
Andrea G. Baran, regional attorney for the EEOC’s St. Louis District Office, emphasized the importance of religious freedom in the workplace: “No one should be harassed at work because of their religious beliefs or practices. This decree will ensure Chipotle’s employees, whatever their religion, enjoy the law’s protection.”
David S. Davis, director of the EEOC’s St. Louis District Office, added, “This consent decree not only provides compensation for the violation of rights secured by federal law, but it also ensures the company will work to protect the right of all employees to be free from religious discrimination or harassment, whatever their beliefs”
For more information on religious discrimination, retaliation, and harassment, visit the EEOC’s website.
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