NASHVILLE, Tenn. — Several subsidiaries of North American Stamping Group (NASG), a major international manufacturer of car parts, will pay $620,000 and permit two years of monitoring by the EEOC to settle the sex harassment and discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the federal agency announced today.

In its suit, the EEOC alleged that since at least 2018 through 2025 NASG discriminated against more than a dozen women at the company’s facilities in Portland, Tennessee by limiting promotional opportunities in certain job categories, preventing or discouraging them from participating in apprenticeship programs, and by failing to respond adequately to sexual harassment complaints, including unwanted sexual attention and demeaning and belittling sex-based remarks, all in violation of Title VII of the Civil Rights Act of 1964.

“Denying employment opportunities to workers in industrial settings because of their sex is illegal, and the EEOC remains vigilant in opposing sex discrimination based on sex stereotypes and sexual harassment in the workplace,” said Christopher Lage, acting EEOC general counsel. “The suit was resolved without the burden and expense of taking sworn testimony from witnesses. We appreciate NASG’s efforts in working cooperatively with the EEOC to come to a resolution that we believe will not just benefit the women who experienced sex discrimination and harassment but will also improve NASG’s practices going forward.”

Such alleged conduct violates Title VII of the Civil Rights Act of 1964, which prohibits discrimination on the basis of sex, including sexual harassment. The EEOC filed suit (EEOC v. NASG Realty, LLC., et al, Case No. 3:25-cv-00066) in the U.S. District Court for the Middle District of Tennessee, Nashville Division, after first attempting to reach pre-litigation settlement through its administrative conciliation process.

The consent decree resolving the suit calls for NASG to provide training on sex discrimination to certain employees, post a notice of the settlement in the facilities where the women worked, and report on complaints of sex discrimination to the EEOC on a regular basis for the next two years. The decree also requires that NASG’s personnel policies provide for robust anti-discrimination practices.

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

The case was investigated and litigated primarily by the EEOC’s Memphis District. The EEOC’s Chicago District Office completed the litigation and has jurisdiction over Illinois, Wisconsin, Minnesota, Iowa and North and South Dakota.

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.