The EEOC sued a Burger King franchisee in Kansas regarding a supervisor's sexual harassment of female employees, including teenager employees. The harassment included sexual comments, inappropriate touching and unwanted intercourse, according to the Commission.

There was also retaliation alleged. When one of the female employees complained, management removed the reporter from the schedule, refused to allow her to return to work for months, and required her to work with the alleged harasser. https://www.eeoc.gov/newsroom/eeoc-files-three-sexual-harassment-lawsuits (Oct. 10, 2024).

Commentary

The EEOC's assistant regional attorney is quoted as follows:

It is imperative that workplaces that commonly employ teenagers must take reasonable steps to protect them from harassment and sexual abuse.

As a manager or a supervisor, if you work with, or around, teens, it is imperative that you are aware of the vulnerability of minors to harassment.

Teens are often unaware of their workplace rights, making them vulnerable. For example, teen coworker may believe that sexual comments, inappropriate touching, and demands for sex are normal workplace behaviors. 

Managers and supervisors must take extra time with teens and orientate them to your workplace's prohibition against wrongdoing, including harassment.

It is very important that teens know how to report wrongdoing whether it is to employee hotlines, to HR, or to you. Importantly, if you suspect or it is reported that a teen is being harassed, you need to take the report seriously and let those who manage sexual harassment in your workplace know as soon as possible.