DBBH Holdings Settles EEOC Retaliation Suit

RALEIGH, N.C. – Washington, N.C.-based DBBH Holdings, Inc., operating as David’s Trash Service, has agreed to pay $20,000 and provide other relief to resolve a lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the federal agency announced today.

According to the complaint, the EEOC charged that former DBBH employee Danielle Spruill, who worked as a driver for DBBH, complained that she was harassed in the workplace because of her sex and because of her sexual orientation. The agency alleged that Spruill's complaints to the company were not addressed, that the conduct continued, and that Spruill was fired when she invoked her rights under federal employment laws and asked if the company was aware of the EEOC. DBBH denies the allegations.

Retaliating against employees for raising issues of discrimination and asserting their rights to pursue legal remedies violates Title VII of the Civil Rights Act of 1964. The EEOC filed suit in U.S. District Court for the Eastern District of North Carolina (Equal Employment Opportunity Commission v. DBBH Holdings, Inc., d/b/a David’s Trash Service, Civil Action No.: 4:21-cv-00037).

In addition to providing monetary relief to Spruill, the three-year consent decree settling the suit requires DBBH to implement an anti-discrimination and retaliation policy, post the policy where it is visible to employees, and train employees, supervisors, managers and owners on the requirements and prohibitions concerning discrimination and retaliation under Title VII. DBBH is required to provide periodic reports to the EEOC.

“Employees have a legal right to work in an environment free from discriminatory conduct and harassment,” said Melinda C. Dugas, regional attorney for the EEOC’s Charlotte District.  “Employees who believe they have been discriminated against or harassed have a right to raise those issues with their employer, and they have a right to do so without fear of losing their jobs or experiencing another form of retaliation. Title VII protects employees who make such complaints from adverse employment actions, and it is the EEOC's responsibility to enforce that law.”

For more information about retaliation, please visit https://www.eeoc.gov/retaliation

The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employment discrimination. More information is available at www.eeoc.gov. Stay connected with the latest EEOC news by subscribing to our email updates.