Safelite to Pay $45,000 to Settle EEOC Sex Discrimination Lawsuit

Safelite AutoGlass and the Equal Employment Opportunity Commission (EEOC) have come to terms with respect to the latter’s allegation of sex discrimination brought in September 2022. Safelite was accused of violating federal law by refusing to hire a qualified applicant because of gender. It will settle the case brought by the EEOC for $45,000.

According to the EEOC’s lawsuit, a woman applied for an auto glass technician trainee position at a Safelite AutoGlass location in Austin, Texas. During the interview, the applicant informed the store manager she had two years of experience as a technician, which required her to lift and move heavy objects. Despite this information, the store manager expressed concern about the female applicant’s ability to lift heavy weight. The store manager suggested a lower-paying position would be a better fit because it involved lifting less weight. The applicant did not receive a written job offer or hear from Safelite after the interview. Safelite hired two male technician trainees within one week of the female applicant’s job interview, who were not better qualified than the female applicant, according to the allegations.

EEOC alleged that the conduct violated Title VII of the Civil Rights Act of 1964, which prohibits discrimination based on sex.

According to court documents filed on behalf of both parties, the woman at the center of the case will receive $45,000 from Safelite. She will receive more than $6,000 in back pay with the remaining $38,623 set aside for damages.

The agreement also stipulates that Safelite will reissue its written policy against employment discrimination at Austin stores within 20 days. All employees of Austin stores will receive copies within 30 days of the consent decree going into effect, which awaits a judge’s signature.

That 30-day window also applies to Safelite’s change in its hiring procedures in Austin. For example, interviewed applicants will receive copies of the new policy at the time of their interview. Sex discrimination training for management and those involved in the hiring process is also mandated by the agreement.

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