National Raisin to Pay $2 Million in Sexual Harassment Settlement

Background

Sunshine Raisin Corp., operating as National Raisin, has agreed to a $2 million settlement to resolve allegations of widespread sexual harassment and retaliation against female farmworkers. The case was brought by the U.S. Equal Employment Opportunity Commission (EEOC) after multiple reports of misconduct surfaced at the company’s Fowler, California production facility.

The lawsuit highlights ongoing harassment issues in the agricultural sector, particularly affecting Spanish-speaking female workers, who are often more vulnerable to workplace abuse due to language barriers and fear of retaliation.

Incident Details

According to the EEOC, female workers at National Raisin experienced severe and persistent sexual harassment while sorting and packing dried fruit. Both managers and employees were accused of:

• Unwanted groping and inappropriate physical contact
• Sexually explicit comments and crude remarks
• Requests for sexual favors in exchange for job security
• Threats of retaliation against those who rejected advances or reported misconduct

Despite repeated complaints, National Raisin failed to take corrective action and instead retaliated against victims who spoke out. Workers who reported harassment allegedly faced reduced hours, job reassignments, and terminations.

The EEOC also filed a related lawsuit against staffing agency Select Staffing, which provided temporary workers to National Raisin. That case is still ongoing.

Legal Background

The lawsuit was filed under Title VII of the Civil Rights Act of 1964, which:

• Prohibits workplace discrimination and harassment based on sex.
• Requires employers to investigate complaints and prevent retaliation.
• Holds companies accountable for creating or tolerating hostile work environments.

After failed settlement discussions, the EEOC proceeded with litigation (EEOC v. Sunshine Raisin Corporation, d/b/a National Raisin and Real Time Staffing Services, LLC, d/b/a Select Staffing, Case No. 1:21-cv-01424-JLT-HBK) in the U.S. District Court for the Eastern District of California.

Settlement and Relief

Under the terms of the settlement, National Raisin must:

• Pay $2 million to compensate affected female workers.
• Prohibit future discrimination and retaliation within the company.
• Hire a third-party monitor to oversee compliance with anti-harassment policies.
• Implement workplace training on sexual harassment prevention.
• Enhance reporting mechanisms to ensure workers can safely report misconduct.
• Provide periodic reports to the EEOC regarding any future harassment complaints.

A claims process has been established for affected employees seeking compensation.

Key Takeaways

1. Workplace harassment is a serious legal and financial risk—companies that fail to address complaints can face significant penalties and lawsuits.
2. Employers cannot ignore or delegate their responsibilities—hiring through staffing agencies does not absolve businesses of liability for workplace discrimination.
3. Proactive training and reporting mechanisms are essential—companies must have clear policies, proper training, and strong enforcement to prevent workplace harassment.

Conclusion

This case serves as a stark reminder of the prevalence of harassment in the agricultural industry and the importance of strong anti-discrimination policies. Employers must ensure that all workers—especially those in vulnerable positions—are protected from harassment and retaliation.

Recommendation: Sexual Harassment Training with TAP Series

To prevent similar incidents, businesses should implement structured sexual harassment training. TAP Series offers comprehensive online training programs that help employees and managers recognize, prevent, and address workplace harassment. By investing in preventative training, companies can avoid legal risks, protect workers, and create a safer workplace.