On August 1, 2022, the United States Department of Justice announced a settlement with Southeastern Pennsylvania Transportation Authority (SEPTA), a regional public transit company based in Philadelphia, Pennsylvania that will require SEPTA to overhaul its anti-racism policies and pay for damages caused as a result of employment inequities.
In an action captioned United States of America v. Southeastern Pennsylvania Transportation Authority, No. 2:22-CV-03004-KSM, the United States filed a claim under Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e, et seq., alleging that several SEPTA employees were subject to a hostile work environment and the basis of race and religion. The complaint is based on charges of discrimination filed with the Equal Employment Opportunity Commission’s (EEOC)’s Philadelphia District Office on October 21, 2019, which were investigated. The investigated discrimination was directed at three (3) officers from the SEPTA Police Department. After investigation, the EEOC found reasonable cause that SEPTA violated Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination on the basis of race, color, national origin, sex and religion, and prohibits retaliation against employees for opposing employment practices that are discriminatory under Title VII.
The EEOC was not able to resolve the matter between the parties, so the EEOC referred the charges to the Justice Department. The United States thereafter filed a complaint regarding these charges against SEPTA in the Eastern District of Pennsylvania. Specifically, the officers alleged that they were subjected to hostile work environment by their supervisor and subsequently experienced retaliation when they opposed this harassment. The hostile work environment claims originated from the officers’ supervisor repeatedly harassing them with racial slurs and derogatory comments about Black people and Muslims, threatening the officers and physically assaulting them. The complaint further alleges that the Police Chief retaliated against the officers for opposing the harassment. The Police Chief and the Officers’ supervisor are no longer employed by SEPTA.
While SEPTA has denied any discriminatory conduct in violation of the Civil Rights Act, it has entered into a consent decree with the United States in an attempt to avoid further costs and litigation. The decree, initially filed August 1, 2022 and thereafter amended on August 25, 2022, required SEPTA to cease any discriminatory conduct immediately, namely, cease all conduct that has been alleged to have created a hostile work environment on the basis of race and religion. SEPTA also agreed to cease any actions that would otherwise violate the Civil Rights of any of its employees. In addition, SEPTA is charged with drafting and implementing, subject to United States approval, new anti-discrimination and anti-retaliation procedures for reporting any conduct in violation of those new procedures. These polices would be specific to Transit Police and would clearly lay out a prohibition on race and religion based discrimination, a prohibition against retaliation for reporting discriminatory conduct, appropriate descriptions of prohibited conduct, identification of employees to whom complaints can be submitted, a description of the investigation process into alleged discrimination and implementation of these procedures among several other requirements. Transit Police would be required to attend additional and specific trainings to avoid discriminatory conduct.
In addition to the need to overhaul its policies as a result of this legal action, SEPTA will also pay the complaining officers a total of $496,000 in compensatory damages. The Department of Justice explained that the decree would seek “the full and fair enforcement of Title VII” and this goal “is a top priority of the Justice Department’s Employment Litigation Section of the Civil Rights Division.”