EEOC sues Washington DC restaurant for harassment of two Arab Workers

US Equal Employment Opportunity Commission
Charlotte District Office
129 West Trade Street, Suite 400
Charlotte, NC 28202
From: OCLA, 202-663-4912

CONTACT Lynette A Barnes, Regional Attorney
PHONE (704) 954-6462

FOR IMMEDIATE RELEASE

April 12, 2010

MONOCLE RESTAURANT SUED BY EEOC FOR NATIONAL ORIGIN AND RELIGION HARASSMENT

Moroccan/Palestinian Muslims Subjected to Offensive Comments, Federal Agency Charged

WASHINGTON, D.C. A Washington, DC-based steak and seafood restaurant violated federal law by subjecting two employees to a hostile work environment based on their religion and national origin, the U. S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit filed today. According to the EEOC's complaint, Faissal Chtaiti, who is Moroccan and Hilal Suboh, who is Palestinian, were subjected to harassment based on their religion and national origin by Deauville, Inc. doing business as Monocle Restaurant. Both men are Muslim.

Chtaiti and Suboh were both employed as waiters at the Monocle Restaurant located at 107 D Street, NE, Washington, DC. The EEOC charged that fi'om around December 2004 through at least December 2007, Chtaiti and Suboh were harassed by the restaurant's general manager. According to the EEOC, the harassment included derogatory comments such as refelTing to the men as "Arab dog," "stupid Muslim" and "crazy Muslim." The general manager also made comments like "go back to the Sahara because it's better for you Arabs with the camels," and "Palestinians should learn how to handle the [expletive 1 Jews," according to the EEOC's complaint.

National origin and religion harassment violates Title VII of the Civil Rights Act of 1964. The EEOC med suit (Equal Employment Opportunity Commission v. Deauville, Inc. d/b/a Monocle Restaurant, Civ. No. 1:10-cv-00586, in the U.S. District Court for the District of Columbia), after first attempting to reach a voluntary settlement.

The EEOC seeks monetary damages for both Chtaiti and Suboh. The suit also seeks an injunction to prevent Monocle Restaurant from engaging further in any employment practice that discriminates on the basis of national origin or religion.

"Employers must remember that harassment based on national origin and religion, like race harassment, is against the law," said Lynette A Barnes, regional attorney for the EEOC's Charlotte District Office which oversees litigation filed by the agency in Washington, D.C. "Companies should have in place a policy that prohibits national origin and religion harassment, as well as a procedure for victims and witnesses to repOit it and for the employer to promptly respond to and rectify it."

The EEOC enforces federal laws prohibiting employment discrimination. Further information about the EEOC is available on the agency's web site at www.eeoc.gov.

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EEOC settles lawsuit on behalf of 7 Middle Eastern victims of discrimination by Hawaiian cruise line

EEOC SETTLES CASE INVOLVING DISCHARGE OF SEVEN MIDDLE EASTERN CREW MEMBERS FROM THE CRUISE SHIP PRIDE OF ALOHA

HONOLULU – The U.S. Equal Employment Opportunity Commission (EEOC) today announced the settlement of a federal lawsuit against NCL America, Inc. for $485,000 to seven former employees and remedial relief.

In its lawsuit, filed in 2006 under Title VII of the 1964 Civil Rights Act, the EEOC alleged that NCL America discharged seven Middle Eastern crew members from various positions on the cruise ship “Pride of Aloha.” NCL America denied that it had acted improperly against these crew members in agreeing to resolve the lawsuit.

“We are very pleased with this outcome, and NCL America should be applauded for its commitment to prevent discrimination by agreeing to the comprehensive injunctive relief in this case,” said Anna Y. Park, regional attorney for the EEOC’s Los Angeles District Office, which includes Hawaii.

Los Angeles District Director Olophius Perry added, “We encourage all employers to utilize EEOC’s resources to ensure proper EEO training and compliance.”

As part of the two year consent decree resolving the case, NCL America agrees to pay the crew members $485,000. With respect to the injunctive relief, NCL America further agrees, among other things, to revise its policies to ensure a workplace that promotes equal employment opportunity, to hire an EEO consultant, and to provide training to its managers and employees on the company’s equal employment policy and complaint procedure.

The litigation and consent decree were filed by the EEOC in the U.S. Court for the District of Hawaii (U.S. Equal Employment Opportunity Commission and Almraisi, et. al., v. NCL America Inc., et. al., cv 06-00451 SOM BMK, cv 07-00372 SOM BMK).

The EEOC enforces federal laws prohibiting employment discrimination. Further information about the EEOC is available on the agency’s web site at www.eeoc.gov.