Albuquerque Restaurant Sued for Sexual Harassment and Retaliation by EEOC

Background

Scalo Restaurant, a well-known establishment in Albuquerque’s Nob Hill neighborhood, is facing legal action over serious allegations of workplace misconduct. The U.S. Equal Employment Opportunity Commission (EEOC) filed a lawsuit accusing the restaurant of fostering a hostile work environment and retaliating against employees who reported harassment.

The lawsuit centers around the behavior of male managers who allegedly harassed multiple female employees over an extended period. The case brings renewed attention to employers’ obligations under federal civil rights law to prevent and address workplace harassment.

Incident Details

According to the EEOC's complaint, two male managers at Scalo Restaurant repeatedly engaged in inappropriate conduct toward female staff. The reported behavior includes:

• Making vulgar comments about female coworkers and customers
• Touching female employees without consent
• Publicly discussing their own sexual experiences and preferences
• Persistently pressuring female employees to meet them after work

In one instance, a manager allegedly cut a female employee’s work hours and insinuated he would reinstate them if she engaged in sexual acts with him. Despite complaints, the restaurant allegedly failed to take corrective action.

Furthermore, the EEOC alleges that after some employees objected to this behavior, they were either terminated or had their hours reduced in retaliation. The abuse, according to the lawsuit, continued for years without meaningful intervention from management.

Legal Background

The conduct outlined in the lawsuit is a violation of Title VII of the Civil Rights Act of 1964, which prohibits discrimination based on sex, including sexual harassment. Title VII also protects employees from retaliation when they oppose or report discriminatory practices in the workplace.

The EEOC filed its complaint against VinoCibo LLC, doing business as Scalo Restaurant, in the U.S. District Court for the District of New Mexico (Case No. 1:25-cv-00613-SCY-DLM), after conciliation efforts failed.

Relief and Settlement

As the case has only recently been filed, a settlement has not yet been reached. However, should the court rule in favor of the EEOC, the restaurant could be ordered to:

• Provide monetary compensation to affected employees
• Implement corrective measures such as management training and anti-harassment policies
• Submit to EEOC monitoring to ensure future compliance

These remedies aim to prevent further discrimination and safeguard employee rights.

Key Takeaways

• Sexual harassment must be addressed immediately. Employers are legally required to investigate and stop harassment once it's reported.
• Retaliation is illegal. Cutting hours or firing employees who report misconduct violates federal law.
• Policies are not enough—action is required. Written policies must be backed by enforcement and training to be effective.

Conclusion

The EEOC’s lawsuit against Scalo Restaurant underscores the serious legal and ethical consequences of workplace harassment and retaliation. Employers must foster a safe, respectful work environment and respond promptly to complaints. Failing to do so not only endangers employee well-being but also exposes businesses to costly litigation and reputational damage.

Training Recommendation

This case is a powerful reminder of why Sexual Harassment Training is essential for every workplace.

TAP Series is one of the leading partners in preventing sexual harassment in the workplace. As the leader in online compliance training, TAP Series offers a streamlined, effective solution for busy employers and HR professionals. With expert-led, up-to-date modules that meet legal standards, TAP Series ensures your team is trained, aware, and prepared to maintain a harassment-free environment.

Protect your employees and your business. Choose TAP Series—the trusted name in online compliance.