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Sexual Discrimination Suit Against Bureau of Prisons Settled

A complaint to the Equal Employment Opportunity Commission (EEOC) regarding sexual harassment, abuse and intimidation brought against the Bureau of Prisons has been settled.

Lynda Kay Laurin, a Human Resource Specialist at Federal Correctional Institution Allenwood, Pennsylvania, filed her EEOC complaint on November 21, 2000. Laurin alleged that Assistant Inmate Systems Manager Allan Farley "engaged in conduct that created a hostile and abusive work environment."

Specifically, Laurin alleged that Farley, when alone with Laurin, rubbed her jacket lapel, engaged in "unconsented touching and indirect touching of [her] breasts," and told her that he had always liked her. Laurin further alleged that Farley attempted to intimidate her in this sexual manner in an effort to discover "who had allegedly been spreading rumors about him" and to "prevent [her] from doing so[.]"

According to Laurin's complaint, she suffered loss of sleep, anxiety, mental anguish and stress as a result of Farley's sexual intimidation.

The case settled on November 26, 2002. Laurin agreed to drop her EEOC claim in exchange for $5,000.00, 120 hours of sick leave and 120 hours of annual leave. While the confidential settlement agreement did not contain an admission of fault or liability by the Bureau of Prisons, it did contain an unusual and telling admission by the federal agency: that "the present claim could have received more attention."

As part of the settlement agreement, the Bureau of Prisons also acknowledged that claims of sexual harassment deserve the utmost attention. As such, the Bureau agreed to provide sexual harassment training to all staff at FCI Allenwood, and to provide Civil Treatment for Managers training to all managers at FCI Allenwood.

The documents from this case were obtained by Prison Legal News after a twelve-year-long battle with the Bureau of Prisons over a Freedom of Information Act request.

See: EEOC Case No. 170-A1-8538X, BOP Agency Case No. P-2001-0050.

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Related legal case

EEOC Case No. 170-A1-8538X