Miller’s Grill Settles EEOC Sexual Harassment Lawsuit

ST. LOUIS — Miller’s Grill, Inc., a Washington, Missouri restaurant, will pay monetary damages to a former employee and provide other relief to settle a sexual harassment and retaliation lawsuit brought by the U.S. Equal Employment Opportunity Commission (EEOC), the federal agency announced today.

According to the EEOC’s suit, the restaurant’s owner, Larry Miller, sexually harassed a female manager, Lisa Kelley, in 2017, by brushing up against her, grabbing her around the waist; touching her buttocks; making lewd and sexual comments toward her; asking her to go out with him late at night; and asking her for sex. When Kelley ignored Miller or refused his advances, he became increasingly irate, screamed and yelled at her, and criticized her work in front of customers and coworkers, the EEOC charged. Eventually, Miller retaliated by taking Kelley off the restaurant’s schedule, effectively terminating her employment in retaliation for her opposition to his harassment.

“As many employees who experience workplace harassment, I faced significant personal and professional challenges while pursuing accountability. This case was not solely about financial compensation. It was about dignity and respect,” Kelley said. “No one should have to choose between their livelihood and their right to be treated with respect. I am grateful for the diligence and perseverance the EEOC demonstrated to facilitate a healthier work environment for employees of this establishment.”

“Employees should never be forced to endure sexual harassment at work, particularly from a business owner,” said Andrea G. Baran, regional attorney for the EEOC’s St. Louis District. “If an owner or supervisor is sexually harassing workers, failing to stop harassment, or retaliating when individuals oppose harassment, we encourage workers contact the EEOC to file a charge of discrimination.”

This alleged conduct violated Title VII of the Civil Rights Act of 1964, which prohibits sexual harassment in the workplace and retaliation for opposing it. The EEOC filed suit (EEOC v. Miller’s Grill, Inc., Case No. 4:25-cv-00907-PLC) in U.S. District Court for the Eastern District of Missouri after first attempting to reach a pre-litigation settlement through its administrative conciliation process.

David S. Davis, director of the EEOC’s St. Louis District, said, “Sexual harassment in the restaurant industry continues to be a pervasive problem. Restaurants must put in place effective anti-harassment policies and train all workers — including owners and supervisors — to eliminate and prevent sexual harassment in the workplace.”

U.S. Magistrate Judge Patricia L. Cohen entered and approved a consent decree settling the suit on June 29. In addition to paying monetary relief to Kelley, Miller’s Grill will adopt policies and procedures designed to prevent future sexual harassment, and Miller and other managers will be required to receive training regarding unlawful workplace harassment. The decree also requires Miller’s Grill to report periodically to the EEOC and post a notice to employees about their federal right to be free from sexual harassment and retaliation in the workplace and identifying multiple avenues for workers to report alleged harassment, including to the EEOC.

For more information on sexual harassment and retaliation, please visit https://www.eeoc.gov/sexual-harassment and https://www.eeoc.gov/retaliation.

The EEOC’s St. Louis District Office has jurisdiction over Missouri, Kansas, Oklahoma, Nebraska, and a portion of southern Illinois, with area offices in Kansas City, Kansas, and Oklahoma City, Oklahoma.

The EEOC is the sole federal agency authorized to investigate and litigate against businesses and other private sector employers for violations of federal laws prohibiting employment discrimination. For public sector employers, the EEOC shares jurisdiction with the Department of Justice’s Civil Rights Division. The EEOC also is responsible for coordinating the federal government’s employment antidiscrimination effort. More information about the EEOC is available at www.eeoc.gov.