The recent $2.17 million jury verdict against SkyWest Airlines serves as a stark reminder of the devastating impact of failing to address workplace harassment. Sarah Budd, a parts clerk with over a decade of service, endured a sexually hostile work environment where crude comments, demeaning sexual remarks, and inappropriate jokes about rape were common. Despite reporting the harassment, Budd found herself in a workplace that refused to take her concerns seriously, leading to emotional harm, physical illness, and ultimately, a landmark legal case.
The Culture of Disregard
SkyWest Airlines’ lack of accountability played a central role in the verdict. Budd’s supervisor dismissed her complaints, and the employee relations department conducted a half-hearted investigation, failing to interview key witnesses or ask relevant follow-up questions. The company’s promise to discipline those involved and provide department-wide training fell flat, as discipline was minimal, and training was canceled after Budd retired. This pattern of disregard for Budd’s experiences and concerns painted a troubling picture of organizational negligence.
The EEOC Takes Action
The U.S. Equal Employment Opportunity Commission (EEOC) filed suit against SkyWest after attempts at pre-litigation settlement failed. The EEOC argued that SkyWest violated Title VII of the Civil Rights Act of 1964, which prohibits sex-based discrimination and retaliation. The Dallas jury unanimously agreed, finding that SkyWest subjected Budd to a hostile work environment and failed to take prompt remedial action. While the original $2.17 million award was reduced to $300,000 due to statutory caps under Title VII, the verdict sent a clear message: employers must take workplace harassment seriously or face significant consequences.
What HR Professionals Can Learn
This case is a wake-up call for HR professionals, managers, and business leaders about the cost of ignoring workplace harassment. Key lessons include:
- Prompt Action Matters: Employers must act swiftly and comprehensively when complaints of harassment arise.
- Thorough Investigations Are Crucial: Superficial or incomplete investigations can lead to significant legal and reputational risks.
- Training Is Non-Negotiable: Preventive training should be ongoing and taken seriously, not implemented as a reactive measure.
- Accountability Is Key: Failure to discipline perpetrators appropriately signals tolerance for inappropriate behavior, worsening workplace culture.
A Message for All Employers
The jury’s decision underscores the importance of creating a workplace where employees feel safe, respected, and heard. Employers must understand that ignoring complaints not only damages their workforce but also exposes them to legal and financial consequences. Workplace harassment is not just a human resources issue—it’s a fundamental threat to organizational integrity.
Don’t let your dollars fly out of the windows like in the SkyWest case. Learn how to manage workplace investigations effectively, prevent costly legal mistakes, and foster a safe, compliant environment for your employees and join us on our 2 Day Internal Investigation Certificate Program.
Elga Lejarza
Founder/CEO
Lejarza HR Consulting
