Goodsell/Wilkins $730,000 Race and Sex Harassment Settlement, How to File a Claim

Orange County construction company Goodsell/Wilkins, Inc. will pay $730,000 to settle a federal lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC). The lawsuit alleged violations of Title VII of the Civil Rights Act, including unlawful harassment, constructive discharge, and retaliation based on race, national origin, and sex. Hispanic/Latino male workers who experienced harassment at Goodsell/Wilkins between August 2018 and February 12, 2025, may be eligible to file a claim by May 28, 2026.

Quick Facts

Current Status & What Happens Next

• U.S. District Judge John W. Holcomb entered the four-year consent decree on February 12, 2025.
• The claims period is now open. Deadline to file is May 28, 2026
• The EEOC will distribute payments to eligible claimants after it completes the claims process
• If the EEOC determines you are eligible, you will receive a notification letter and a release of claims form — you must sign and return it to receive your award

What Is the Goodsell/Wilkins Lawsuit About?

The EEOC sued Orange County-based construction company Goodsell/Wilkins, Inc. after finding that supervisors, leads, and coworkers subjected a class of male Hispanic or Latino workers to severe and pervasive harassment based on their race and national origin.

Workers were referred to with deeply offensive slurs, mocked for not speaking English, and told to go back to where they came from. Anti-Latino graffiti also appeared in portable restrooms on Goodsell/Wilkins worksites.

Workers also faced same-sex sexual harassment, including offensive slurs and sexually explicit threats designed to pressure them to work faster. When employees reported the harassment, the company fired one worker for complaining and forced several others out of their jobs. This conduct violated Title VII of the Civil Rights Act of 1964, which prohibits harassment based on race, national origin, and sex, as well as retaliation for reporting it.

Who Is Eligible to File a Claim?

You may qualify if you are Hispanic/Latino or male and worked at Goodsell/Wilkins Inc. between August 2018 and February 12, 2025.

• You may qualify if you experienced harassment based on your race or national origin (Hispanic/Latino)
• You may qualify if you experienced same-sex sexual harassment while employed there
• You may qualify if you were constructively discharged (forced to quit) due to a hostile work environment
• You may qualify if you faced retaliation after reporting harassment to management
• You may qualify if the EEOC determines your eligibility based on the information you provide in the claims questionnaire

H2: How Much Can You Receive?

The total settlement fund is $730,000. The EEOC will determine the amount each eligible class member receives based on the facts of each claim and the damages available under Title VII.

The settlement does not specify a minimum or maximum award amount. The EEOC will also decide whether payment is classified as wage or nonwage compensation and may redistribute any remaining funds after the initial distribution.

There are no set payout tiers for this settlement. Your individual payout depends entirely on the details you provide in your claims questionnaire and the EEOC’s assessment of your specific situation.

How to File a Claim (Step-by-Step)

Step 1 — Visit the official settlement website at goodsellwilkinsaction.com

Step 2 — Click “File Your Claim Now” to access the online claims questionnaire

Step 3 — Complete the questionnaire with your employment details and description of the harassment you experienced

Step 4 — Submit your completed questionnaire before May 28, 2026

Step 5 — If eligible, watch for a notification letter from the EEOC with a release of claims form

Step 6 — Sign and return the release form to receive your payment

Prefer mail? You may also submit your claims questionnaire by mail — contact information is available at goodsellwilkinsaction.com

Alternative contact: Call the EEOC directly at 213-785-3059 or email [email protected]

⏱ Estimated time to complete: 10–15 minutes

Important Deadlines & Dates

Frequently Asked Questions

Do I need a lawyer to file a claim? 

No. The EEOC administers the claims process directly and keeps none of the settlement money. You can file your claim questionnaire online or by mail at no cost and without hiring an attorney.

Is this settlement legitimate? 

Yes. The settlement was entered by U.S. District Judge John W. Holcomb on February 12, 2025, in the U.S. District Court for the Central District of California (Case No. 8:22-cv-01765). It is administered by ILYM Group, Inc. under EEOC oversight.

When will I receive my payment?

 The EEOC will distribute payments after it completes the full claims process. Once the EEOC determines your eligibility, it will send you a notification letter and a release of claims form — you must sign and return it to receive your award.

What if I miss the May 28, 2026 deadline? 

If you do nothing, you will not receive any money from the settlement. However, you retain the right — if applicable — to sue Goodsell/Wilkins at your own cost for Title VII violations.

Will this settlement payment affect my taxes?

 It depends. The EEOC will decide whether the payment is classified as wage or nonwage compensation. Wage payments are typically subject to tax withholding. Consult a tax professional for guidance specific to your situation.

Can I get my job back at Goodsell/Wilkins?

 Yes, potentially. Eligible claimants may seek re-employment at Goodsell/Wilkins. If you are interested, you can request to be placed on an employment vacancy contact list through the claims process.

Does Goodsell/Wilkins admit wrongdoing? 

No. The settlement resolves the EEOC’s claims without Goodsell/Wilkins admitting liability. This is standard practice in EEOC consent decree settlements.

Sources & References

• Official Settlement Website — goodsellwilkinsaction.com
• EEOC Press Release — eeoc.gov
• Court Docket — Case No. 8:22-cv-01765, C.D. Cal.

Last Updated: March 10, 2026

Disclaimer: This article is for informational purposes only and does not constitute legal advice. Legal claims and outcomes depend on specific facts and applicable law. For advice regarding a particular situation, consult a qualified attorney.

About the Author

Sarah Klein, JD, is a licensed attorney and legal content strategist with over 12 years of experience across civil, criminal, family, and regulatory law. At All About Lawyer, she covers a wide range of legal topics — from high-profile lawsuits and courtroom stories to state traffic laws and everyday legal questions — all with a focus on accuracy, clarity, and public understanding.
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