In September 2019, the EEOC Office of Federal Operations reversed an agency finding of no discrimination. The EEOC had charged that the company unlawfully retaliated against an employee for objecting to race discrimination. 131 M Street, NE In January 2015, Skanska USA Building, Inc., a building contractor headquartered in Parsippany, N.J., paid $95,000 to settle a racial harassment and retaliation lawsuit brought by the EEOC. In addition, one of the individuals on the interview panel stated that the Selectee was not completely qualified for the position. This resolution settles claims that the company subjected a class of Black employees to a hostile work environment that included racist graffiti and comments, that included the N-word and "boy." A lock ( In June 2013, the largest and oldest adult entertainment strip club in Jackson, MS paid $50,000 to settle a lawsuit alleging that it discriminated against Black dancers when it maintained schedules only for Black women and forced them to compete for dancing slots on the "Black shift." The EEOC's lawsuit was brought to obtain relief for fuelers who were from various African nations, including Sudan, Nigeria, Ghana and Sierra Leone. Blacks were termed "n-----s" and Hispanics termed "s---s;" offensive graffiti in the men's restroom, which included racial and ethnic slurs, depictions of lynchings, swastikas, and White supremacist and anti-immigrant statements, was so offensive that several employees would relieve themselves outside the building or go home at lunchtime rather than use the restroom. Sears allegedly retaliated against Johnson for her initial EEOC discrimination charge in September 2007 by subjecting her to worsening terms and conditions at work. The consent decree requires other equitable relief, including reporting and training. Id. When the Black employees complained about the discriminatory treatment, the manager fired them. Other Holmes employees used the term "n----r-rigging" while working there, and racist graffiti was evident both inside and outside portable toilets on the work site. EEOC v. Yellow Transp. 1: 13-cv-00383-LG-JCG (S.D. The EEOC alleged the retaliation was so severe that one of the entertainers was forced to leave her employment. In addition, the company must draft its non-discrimination, anti-harassment, and retaliation policies in simple, plain language and include a complaint procedure within these policies. The Commission lawsuit charged that Izza's manager instructed Peltonen not to hire the Black employee, who was working as a temporary employee, to a permanent position, and told her to get rid of him because of his race. 2:11-CV-00920CW (D. Ariz. Jan. 7, 2013). EEOC v. Choctaw Transp. In May 2009, the fast food giant Jack in the Box has agreed to pay $20,000 to settle a lawsuit alleging that the company did not take prompt action after a White hostess at its Nashville restaurant complained she was being harassed by Black co-workers who called her racial epithets and insulted her when they learned she was pregnant with a mixed-race child. In March 2007, EEOC upheld an AJ's finding that complainant was subjected to a hostile work environment on the bases of her race (African American) and sex (female) when management: yelled at complainant; refused to communicate with her on work matters; failed to assist her; interfered with her work; removed her space leasing duties and responsibilities which fundamentally changed the nature of her position; and engaged in an effort to get her off the leasing team. "The number of cases filed by the EEOC increased in a respectable climb back to pre-pandemic levels, forecasting a busy year ahead for the Commission and employers in FY . Accordingly, the decision held that the Agency failed to take prompt action to meet its affirmative defense. The university discharged her in June 2008 upon a denial of her tenure appeal. Thus, the Commission found that the prima facie case and complainant's qualifications, combined with the agency's failure to provide a legitimate, nondiscriminatory reason for complainant's non-selection, warranted a finding of race discrimination. In a deposition, the former acting store manager of the West Orange store gave sworn testimony that she had a telephone conversation with the district manager after the applicant had applied, and the district manager "told [me] she didn't want another Black person working in the store." Tenn. Sep. 25, 2013). These customers also threatened to get her fired because of her association with the African-American employee. Apr. al, No. EEOC alleged that initially the owner offered the Black employee money and the use of a limousine if the employee agreed not to testify in the discrimination case. In August 2009, a Pinehurst, N.C.-based support services company for condominium complexes and resorts paid $44,700 and will furnish significant remedial relief to settle a race and national origin discrimination lawsuit, alleging the company unlawfully discharged six housekeepers because of their race (African American) and national origin (non-Hispanic) and immediately replaced them with Hispanic workers. The EEOC's lawsuit charged that the staffing firms had discriminated against four Black temporary employees and a class of Black and non-Hispanic job applicants by failing to place or refer them for employment. 1:10-CV-01234-WTL-DKL (N.D. Ind. The other employee was forced to resign. In April 2008, a national video store entered a consent decree to pay $80,000 and to provide neutral references for the claimant in resolution of the EEOC's Title VII lawsuit against it. In April 2011, the EEOC affirmed an agency's final decision because the preponderance of the evidence of record did not establish that discrimination occurred. The decree also required the company to report future complaints of race harassment and any measures taken to investigate and remedy such complaints. 2:11-cv-02844 (W.D. Cases Climbing Back Up. Corey Bussey, Justin Jones and Christopher Evans worked in the meat department at GNT Foods. As such, the incident altered the condition of complainant's employment. Last month, a jury in Texas delivered a stunning $70 million verdict in favor of 10 employees who worked for Glow Networks. Instead, the company discharged the white driver later for an unrelated matter. The EEOC will monitor the companys compliance with the agreement. In November 2005, the EEOC obtained a $317,000 settlement in a Title VII case alleging that an extended stay hotel business discharged and otherwise retaliated against a district manager (DM) for six properties in Georgia, Alabama, and Virginia because she complained about race discrimination. EEOC v. Outokumpu Stainless USA, LLC, No. It also must create a policy to prohibit harassment and retaliation and provide training on preventing discrimination, harassment and retaliation. information only on official, secure websites. In one instance, the EEOC says a co-worker flaunted a swastika tattoo and talked about keeping the White race "pure." In July 2008, a Florida laundry services company agreed to pay $80,000 and furnish other remedial relief to settle an EEOC discrimination lawsuit. In September 2010, the EEOC filed a lawsuit against a Union City, Tenn., pork company, alleging that the company engaged in race discrimination by paying an African-American maintenance worker less than non-Black employees, subjecting him to a hostile work environment, and forcing him out of his job. In April 2016, the Eleventh Circuit reversed the district court in an employment discrimination case alleging race and age discrimination in violation of Title VII and the ADEA, respectively. The EEOC had alleged that the restaurant refused to hire an African American employee for a bartender position because of his race. The substantial jury verdict in this case sends a strong message to employers that disability discrimination is unacceptable in our nations workplaces, said EEOC Chair Charlotte A. Burrows. The EEOC lawsuit alleged that that Wells Fargo Financial failed to promote a highly qualified 47-year-old African-American loan processor on the basis of age and race. Equal . From 1996 to 2007, an African-American female reporter was paid lower wages than a comparable White female reporter and male reporters of all races. This evidence included a White manager's statement that if the Black recommending official hired the Black aide based on her the strength of her interview and her demonstrated ability to interact and work one-on-one with clients, "people are going to think" nonetheless that she was selected "because she was Black." Similar to discrimination based on race, age, gender, religion, and LGBTQ status, treating people with disabilities differently in the workplace is prohibited under: Title VII of the Civil Rights Act of 1964. .ain't worth s--t." In addition to providing monetary relief, the company agreed to conduct employee training on its anti-harassment policy and make the policy available to all employees. EEOC had alleged that for the past eight years the restaurant engaged in racial and sexual harassment. 1:07-cv-02964 (N.D. Ohio consent decree filed July 21, 2010). The 2-year consent decree also requires the manufacturer to rehire the Black sales rep in its North Texas District at a higher salary with 3% commissions and relocation expenses up to $15,000. Jan. 8, 2015). EEOC recovered just over $106 million for charging parties and other aggrieved individuals through litigation, representing the largest recovery through the EEOC's litigation program in the past 16 years. When the Rastafarians complained, a white security supervisor made light of the physical threat and implied the Rastafarians were at fault. Equal Employment Opportunity Commission (EEOC) releases new information on systemic discrimination. 1:10-cv-1234 (S.D. Despite being considered a stellar performer, following her e-mail, the DM was reprimanded, threatened with a PIP, accused of being disloyal to the company, and terminated. In January 2012, a marine construction and transportation company located in Dyersburg, Tenn., will pay an African-American job applicant $75,000 to settle a racial discrimination lawsuit filed by the EEOC. The decree also provided for significant injunctive relief, including revising the company's anti-discrimination policy; promulgating and disseminating it to employees; providing a copy of that policy to the EEOC; providing mandatory Title VII training to supervisory and non-supervisory employees and entertainers; making periodic reports of its compliance to the EEOC; and posting a notice the policy in its workplace. 1. An official website of the United States government. 7/6/2016). Ultimately, the EEOC filed a lawsuit on Spaeth's behalf in January 2017. In April 2007, a Virginia steel contractor settled for $27,500 a Title VII lawsuit, charging that it subjected a biracial (Black/White) employee to harassment based on race and color and then retaliated against him when he complained. consent decree filed 12/18/15) and Beaty et al v. The Hillshire Brands Co. et al., No. The EEOC's suit had charged that the company unlawfully engaged in a pattern or practice of discrimination against American workers by firing virtually all American workers while retaining workers from Mexico during the 2009, 2010 and 2011 growing seasons. EEOC v. ACM Servs., Inc., No. However, by the time she met with the company's information technology director, she had put her braids back in. The decree also requires developer to regularly report to EEOC about any further complaints of religious discrimination or retaliation. Additionally, managers allegedly imitated what they perceived to be the speech and mannerisms of Black employees, and denied them breaks while allowing breaks to White employees. Additionally, the environment was not favorable to Black recruits. 6 min read. In October 2019, the EEOCs Office of Federal Operation found that the U.S. Bureau of Prisons (BOP) Devens Federal Medical Center in Ayer, MA discriminated against a Hispanic female former Health Information Technician on the basis of race and sex when a supervisor gave her an unwarranted negative reference which cost her the job. consent decree filed Nov. 10, 2014). The decision awarded complainant a retroactive promotion with back pay, $150,000 in compensatory damages and attorneys fees and costs. Find your nearest EEOC office The consent decree permanently enjoins the company from discriminating against employees on the basis of race and requires the company to enact a graffiti abatement policy and undergo annual reviews of its compliance for two years EEOC v. Rock-Tenn Services Co., No. The aggrieved employees alleged that they were restricted to "back of the house" positions such as busboys and runners and refused promotions to "front of the house" positions such as captains, which instead went to Caucasian workers with less experience and seniority. A federal jury recently delivered a eye-popping $125,150,000 verdict in a disability discrimination case against Walmart. In August 2010, an aircraft services company settled for $600,000 the EEOC's suit claiming the company permitted the unlawful harassment of Black, Filipino, and Guatemalan employees at a Burbank, California airport. Purported conduct of this nature violates Title VII of the 1964 Civil Rights Act. The EEOC lawsuit alleged that Black employees assigned to fracking and coiled tubing oilfield service operations in Pleasanton, Texas, were subjected to a hostile work environment based on race since at least 2012 and that Nabors and C&J Well Services Inc. retaliated against employees who complained about the harassment. Ala. Dec. 2016). Of those 88 employees, 70 were Black. According to the EEOC's suit, an estimator and assistant project manager was subjected to derogatory comments from his supervisors, project manager and the company's owner on the basis of his national origin (Pakistani), religion (Islam), and color (brown). In April 2019, A&F Fire Protection, Inc., a NY fire sprinkler and standpipe contractor, paid $407,500 to settle a race discrimination lawsuit in which EEOC alleged that Black and Hispanic employees were frequently subjected to racial remarks by managers and coworkers and a supervisor who used gorilla sounds as a ringtone for a Black employee. Complainant alleged he was discriminated against on the bases of race (African-American) and retaliation when he was not selected for an of four vacant Risk Management Specialist positions.
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