Security firm settles EEOC hostile environment claim in Woodlawn

A private security firm for the U.S. Social Security Administration in Woodlawn has agreed to pay $200,000 to settle a federal agency’s claim that the company maintained a sexually hostile work environment and fired one of its female guards who complained about it.

The U.S. Equal Employment Opportunity Commission alleged that an MVM Inc. manager made unwelcome sexual advances – including inappropriate touching and attempted kissing – as well as crude comments to female employees. MVM fired Monique Wilson, a victim of the improper contact and lewd suggestions, in retaliation for her having complained about the behavior to management in March 2016, EEOC had claimed in its lawsuit filed four years ago in U.S. District Court in Greenbelt.

The agency alleged MVM’s tolerance of the hostile work environment and retaliation against Wilson violated Title VII of the 1964 Civil Rights Act, which prohibits gender bias in employment.

Ashburn, Virginia-based MVM admitted no wrongdoing in agreeing to the settlement filed Friday.

“MVM Inc. has reached a settlement with the U.S. Equal Employment Opportunity Commission that resolves this matter without any finding of wrongdoing,” the company said in a statement Wednesday. “We do not tolerate discrimination or harassment of any kind at MVM, and while we maintain we were in compliance with all applicable workplace regulations in this matter, we determined it was not in our best interest to pursue further litigation.”

Under the agreement, MVM will pay Wilson $100,000 and a total of $100,000 to other women subjected to the alleged hostile work environment. The company also agreed to record Wilson’s departure from the company as a voluntary resignation and not a termination and to tell her potential employers making reference checks that she had quit of her own accord.

MVM will also submit to EEOC annual reports for the next two years on any complaint of harassment or retaliation received from an employee and the actions the company took in response to the complaint.

“When an employer knew or should have known about sexual harassment, it cannot escape liability by simply relying upon the promulgation of an anti-harassment policy,” said Jamie R. Williamson, EEOC’s district director, in a statement announcing the settlement. “The employer has an affirmative duty to take actions reasonably calculated to prevent and remedy the harassment.”

The lawsuit was docketed in district court as U.S. Equal Employment Opportunity Commission v. MVM Inc., No. 1:17-cv-02881-TDC.

MVM’s settlement with EEOC followed an agreement the company reached last month with the agency to resolve its allegation that between October 2013 and September 2017 the security firm systematically harassed, discriminated and retaliated against employees born in Africa.

MVM admitted no wrongdoing in agreeing to the $1.6 million settlement, which involved employees at the Bethesda-based National Institutes of Health, an MVM client.