Major Washington Apple Grower Sued for Sexual Harassment

YAKIMA, Wash. – One of the largest apple producers in the United States has been placed under a temporary restraining order (TRO) filed by the U.S. Equal Employment Opportunity Commission (EEOC). The federal agency was motivated by the immediate danger of “substantial and irreparable injury” to class members and potential witnesses in the EEOC’s sexual harassment suit against Cowiche, Wash.-based Evans Fruit Company, which was filed at the same time as the agency’s TRO request.

U.S. District Court Judge Lonny R. Suko has ordered the company and all its agents to stop all retaliatory activity against those involved and those who may become involved in the lawsuit. Under the terms of the TRO, Evans Fruit supervisors – including Juan Marin, Alberto “Camello” Sanchez, and Simon Ramirez – must avoid further contact with class members and potential witnesses and must immediately cease any attempts to intimidate or tamper with current or potential witnesses, such as paying to influence testimony.

The EEOC filed suit on behalf of three individuals and a class of women, alleging sexual harassment by the ranch manager and crew leaders at the grower’s Sunnyside ranch. According to the agency’s investigation, these supervisors often singled out women for sexual advances, with work assignments that isolated them from friends and family members. The women were forced to quit, the EEOC charged, in order to get away from the ongoing sexual comments, propositioning and physical groping.

One of the workers who filed charges with the EEOC described how the ranch manager refused to let her work on the same crew as her 15-year-old daughter, whom he then targeted with unwelcome verbal and physical sexual attention.

After first attempting to reach a settlement out of court through conciliation, the EEOC filed the lawsuit (Case No. 10CV-03033 LRS) and applied for the temporary restraining order in U.S. District Court for the Eastern District of Washington. The agency seeks monetary damages on behalf of the women, training on anti-discrimination laws, posting of anti-discrimination notices at the work site and other injunctive relief.