Coffee conglomerate Starbucks has settled a sexual harassment lawsuit filed by a former teen barista in California for an undisclosed amount of money.

Kati Moore, who was 16 years old when she first worked in Starbucks, claimed that the company failed to protect her when her 24-year-old supervisor Tim Horton, would demand for sex.

Allegedly, Horton sent her hundreds of text messages wherein he would summon her for sex and even texted her, “I’d like to f— tomorrow.” Moore also stated that other Starbucks supervisors and managers were aware of what was happening but did not do anything to stop it.

In his defense, Horton claimed that he did not know Moore was 16. He was sentenced to serve four months in prison when he pleaded guilty to a felony charge of illegal sex with a minor.

Although Starbucks initially said that it was confident it would not be found at fault since Horton and Moore supposedly concealed their illegal relationship, the company changed its mind and instead cut a deal with the complainant.

While Starbucks has a concrete policy against sexual harassment and managers dating baristas, it actually had no rules or policies regarding relationships with teen employees under the age of 18.

The settlement between Moore and Starbucks also did not disclose whether the company would create new rules to protect its teen employees against sexual harassment.

According to experts, Moore’s case is not an uncommon occurrence in the workplace, particularly in fast food restaurants. Among all other employees, teen workers are more vulnerable to sexual harassment. In fact, according to a study from Maine, 1 out of 3 high school students experience unwanted sexual advances in the workplace.

Under the law, it is illegal for an employer or a person with influence or moral ascendency to sexually harass an employee. This offense is further exacerbated if the employee is a minor as for most states, it is a crime to have sex with a minor.

Teenagers are vulnerable to many workplace or labor law violations simply because often, they do not know any better. It is the duty of the employer to make sure that the rights of their teen employees are protected and upheld.