Beginning in 2009, claimants consisting of a class of female and male call center staff, who were represented by plaintiff U.S. Equal Employment Opportunity Commission, allegedly endured an extremely hostile work environment perpetuated by a male floor manager and other supervisors at Los Angeles-based VXI Global Solutions Inc. (also known as VXI Global Solutions, LLC). The EEOC claimed the company failed to stop and remedy widespread sexual harassment of both female and male workers by company supervisors and that the company retaliated against employees who reported the harassment. The EEOC sued VXI Global Solutions, alleging the company violated federal law. Specifically, the EEOC alleged that company violated Title VII of the Civil Rights Act of 1964 by failing to prevent sexual harassment and gender stereotyping, and by retaliating against those employees that complained about the alleged harassment. The EEOC claimed that female employees of VXI Global Solutions were subjected to unsolicited groping and touching, constant sexual propositions, and grotesque comments of a sexual nature. It also claimed that a female assistant supervisor made repeated advances toward male staff with foul descriptions of proposed sexual activity, unwanted lap dances, and physical rubbing. The EEOC further claimed that male employees who refused to participate were subjected to unlawful gender stereotyping in that they were accused of being gay because of their objection to the harasser’s behavior. The EEOC contended that the call center’s floor manager threatened and intimidated both female and male staff to prevent complaints. It alleged that numerous attempts to report the harassment to human resources personnel were stymied by their lack of availability and that once VXI Global’s supervisors and/or human resources personnel were eventually advised of the harassment, several of the alleged victims were subsequently disciplined and/or terminated in retaliation of their complaints between 2010 and 2011. Counsel for VXI Global Solutions contended that the initial eight claims were first filed with the EEOC in 2010, but that the EEOC delayed investigating the claims for nearly two years and then delayed the investigation for an additional two years, prior to filing the current federal court complaint. Thus, counsel for VXI Global Solutions asserted that the complaint is not based on any alleged conduct that occurred after 2011. In addition, counsel asserted that VXI Global Solutions had proper anti-harassment and complaint procedures in place, that the claimants did not utilize VXI Global Solutions’ policies prior to filing their claims with the EEOC, and that VXI Global Solutions did not authorize or condone any unlawful harassment. Counsel further denied that VXI Global Solutions ever retaliated against any employees, and asserted that most of the claimants had stopped working prior to ever making any complaints and that VXI Global even promoted one of its employees after she filed a complaint with the EEOC., The EEOC sought recovery of unspecified compensatory damages on behalf of the claimants.