The Commission ordered the retroactive promotion of complainant, back pay, compensatory damages ($5,000), attorney's fees, and other relief. In February 2008, the Commission upheld an AJ's finding of race and color discrimination where a probationary employee was terminated from his position of Part-Time Flexible Letter Carrier. even though the relevant union local is not a party to the suit. Fla. Jan. 27, 2017). In addition to paying $6 million, the company agreed to hire a criminologist to develop a new background check process that accounts for job applicants actual risk of recidivism. 0720140005 (Dec. 9, 2016). In the lawsuit, EEOC alleged that Day & Zimmerman, through its foreman at the Poletti Power Plant in Astoria, Queens, N.Y., had subjected Carlos Hughes to physical and verbal racial harassment that included racial insults and derogatory stories referring to African Americans as stupid and incompetent, as well as frequently tripping Hughes, and once kicking him in the buttocks. Complainant applied for the position, was rated as qualified, interviewed for the position, and was not selected. In addition to monetary relief, the consent decree required the owner to provide a signed letter of apology to Kaleemuddin and that the alleged harassing manager alleged be prohibited from ever working again for the company. EEOC v. Williams Country Sausage, Civil Action No. The ADEA applies to any employers who have 20/more employees . In September 2019, a San Jose, California food producer and distributor paid $2 million to settle an EEOC race discrimination lawsuit, charging that the company refused to hire non-Hispanic applicants of all races, including Black, White and Asian applicants, for unskilled production warehouse positions because its affiliates preferred Hispanic job applicants. In another recent California case, Kourtney Liggins sued the Archdiocese of Los Angeles for wrongful termination related to her pregnancy. Spaeth had worked for the company for approximately 16 years and had consistently received positive performance evaluations from her managers, according to evidence presented at trial. The EEOC sued the company for violating the Pregnancy Discrimination Act, as the company discriminated against Rowe based on her pregnancy and related medical condition. In its lawsuit, the EEOC said that Atsalis retaliated against a journeyman painter, who complained about the use of the "N-word" by his foreman, by not bringing him back to work for the 2008 work season. The EEOC also charged that Danny's retaliated against the entertainers by reducing their work hours when one of them engaged in activity protected by law, including filing a discrimination charge with the EEOC. For example, an area supervisor responded to employee complaints by telling the complainants they could quit or by saying that he was sick of everyone coming to him and that everyone simply needed to do their jobs. 1981a (b) (1). Additionally, the lawsuit charged that Hamilton Growers provided lesser job opportunities to American workers by assigning them to pick vegetables in fields which had already been picked by foreign workers, which resulted in Americans earning less pay than their Mexican counterparts. According to the EEOC's lawsuit, Danny's subjected four African-American females to unlawful race discrimination and retaliation. In a judgment entered Oct. 9, the district court upheld the jury verdict that AA Foundries must pay punitive damages of $100,000 to former employee Christopher Strickland, $60,000 to former employee Leroy Beal, and $40,000 to former employee Kenneth Bacon. In December 2015, Hillshire Brands (formerly known as Sara Lee Corporation) agreed to pay $4 million to 74 workers at the now-shuttered Paris, Texas, plant, including the dozens of people who sought EEOC charges against Hillshire and other aggrieved workers identified by the EEOC and the plaintiffs. In August 2010, a judge refused to dismiss an EEOC lawsuit alleging that a freight management company hired Hispanic workers to the exclusion of equally or more qualified non-Hispanic employees for non-management positions at a Wal-Mart distribution facility in Shelby, North Carolina. According to the EEOC's lawsuit, Koch refused to rehire a former employee because she . Here are the five agencies with more than 1,000 employees with the highest complaint rates in fiscal 2012: Government Printing Office: 1.22 percent. In September 2019, the EEOC Office of Federal Operations reversed an agency finding of no discrimination. The agency stated that the selectees were chosen because their skills and qualifications fit the agency's needs. Selected List of Pending And Resolved Cases Involving Farmworkers from 1999 to the Present. EEOC v. King-Lar Co., No. A manager also made demeaning references to slavery to the fuelers, such as telling them: "You guys are lucky I pay you because way back then, you did not get paid"; "You are lucky to be paid. The consent decree also requires the restaurant to provide training in equal employment opportunity laws for all of its employees and to appoint an Equal Employment Office Coordinator, who will be responsible for investigating discrimination complaints. No. In the lawsuit, the EEOC asked for Spaeth to be reinstated, as well as back pay, compensatory damages and punitive . In this race-based action, an Indiana nursing home housed a White resident who did not want any assistance from Black health-care staff. In June 2009, a restaurant, which was accused of creating a hostile work environment for Black, White, and female employees, settled an EEOC lawsuit for $500,000 and specific relief. She was also subjected to unequal terms and conditions of employment. The firm, however, offered the job to two less qualified White applicants -- the first declined and the second accepted. consent decree filed July 11, 2014). She did so and purportedly was later told by the recruiter that Alliant wanted to hire her and that she would be contacted by the company's Human Resources Department. 15-3201 (7th Cir. In July 2008, EEOC resolved a race discrimination and retaliation suit for $140,000 against a Mississippi U-Haul company. In addition to the monetary relief, the decree requires the company to set numerical hiring goals for its field laborer positions, recruit Black and female applicants via print and Internet advertisements and report to the EEOC regarding its attainment of the numerical hiring goals and other settlement terms. 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. In September 2012, the County of Kauai in Hawaii paid $120,000 to settle a federal charge of race harassment filed with the EEOC. In June 2007, the Commission affirmed its decision that complainant, a 48-year old Black male Supervisory Deputy with the U.S. Tenn. Aug. 11, 2011). The lawsuit indicated that the comments occurred almost daily and included things like telling the estimator he was the same color as human feces. Ga. July 6, 2016). Defendant will file annual audit reports with the EEOC summarizing each complaint of race or sex (male) discrimination, or retaliation, it receives at its Pfluggerville, Texas location and its disposition. OFO ordered the Agency to promote Complainant and pay back pay with interest and benefits, investigate and determine her entitlement to compensatory damages, and consider disciplining and provide EEO training to the responsible management officials. However, the employer did not fire a Caucasian employee who they left two hours early on two different days because he was tired. Under the proposed two-year consent decree, PBM Graphics Inc. would place the settlement funds in escrow for distribution later among non-Hispanic workers identified by EEOC as victims of the alleged national origin discrimination. A former attorney for the County of Kauai's Office of the Prosecuting Attorney, who is Caucasian, alleged that she was harassed due to her race by a top-level manager. This is definitely one reason organizations like to reach settlement out of court. The EEOC filed suit against the company in September 2017, charging that Floyd's had engaged in race discrimination when a Floyd foreman repeatedly used the slur "n----r." After an African-American employee complained, the foreman angrily confronted him and rather than disciplining the harasser, the company transferred Woodall from his assignment as a backhoe operator to a less desirable job doing pick-and-shovel work in another state. Wis. Mar. EEOC v. Patterson-UTI Drilling Co., No. A .gov website belongs to an official government organization in the United States. The 6th . As background, the EEOC filed suit against operators New Indianapolis Hotels LLC and Noble Management LLC in September 2010, alleging that their Hampton Inn fired African-American housekeepers because of their race and in retaliation for complaints about race discrimination. 10-955 (D. Utah Oct. 10, 2012). Under a three-year consent decree signed Nov. 10 by Judge Paul W. Grimm of the U.S. District Court for the District of Maryland, ACM Services Inc. will pay a combined $110,000 to the two Hispanic female workers who first brought the allegations to the EEOC's attention and will establish a class fund of $305,000 for other potential claimants to be identified by the agency. In January 2018, the EEOC reversed an agencys decision, holding on appeal that an African-American Senior Officer Specialist (SOS), GS-8, at the Department of Justices Low Security Correctional Institution (LSCI) in North Carolina had been subjected the SOS to disparate treatment regarding promotions. Significant Disability Discrimination Litigation Filed or Resolved: July 2013-July 24, 2014. EEOC v. Scully Distribution Servs. The law on disability discrimination is clear and unequivocalit is illegal to discriminate against anyone at work due to their disability. In September 2010, the EEOC sued an oil well servicing contractor for terminating an African-American employee allegedly because of his race and for complaining about racial discrimination. At the conclusion of the bench trial, the judge entered a final judgment and awarded the employee a total of $1,073,261 in back pay, front pay and compensatory damages on December 21, 2009. The lawsuit alleged that since November 2012, a White manager harassed the worker of Filipino heritage by directing racial slurs ("non-white m----f----r," "non-white guy," "spic," "n----r," "monkey" and "ape") at him, jabbing him with a finger in the stomach and chest, and once urinating on his leg while he worked under a truck. The agency was ordered to reinstate complainant to a Registered Nurse position in a different work area, with back pay and benefits, pay complainant $10,000 in compensatory damages, and provide training to her former unit. In February 2006, the Commission settled for $275,000 a Title VII lawsuit alleging that defendant, an aviation services company, subjected Charging Party to discriminatory terms and conditions of employment, discipline, and demotion based on race, Black. In addition, the company must provide training in its policies on hiring, promotion, transfer, and co-employment. 19, 2011). In addition, the company must revise its complaint mechanism and clarify and expand its website and toll-free phone number for the reporting of incidents of employment discrimination. Notice of consent decree will be visibly posted at the hotel. 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) on Cardwell's behalf. Pursuant to the three-year consent decree, the company is enjoined from engaging in retaliation or racial discrimination and required to implement a written anti-discrimination policy. In addition, former employees alleged that Hispanic workers were routinely exposed to racist graffiti, which the company never addressed. LockA locked padlock Evidence revealed that the director told her he only hired because she is a Black woman, he often used profanity toward her, referred to her by race and gender slurs, singled her out for verbal abuse in front of other employees, told plaintiff to "get your Black ass out of here", and told her and other Black managers they better not file EEO complaints. After several employees filed racial harassment charges with the EEOC, a noose was displayed in the workplace. Under a two-year consent decree, the company is prohibited from engaging in discrimination based on race or unlawful retaliation in the future and must provide training on federal anti-discrimination laws, including preventing harassment. In April 2015, Local 25 of the Sheet Metal Workers' International Association and its associated apprenticeship school agreed to create a back pay fund for a group of minority sheet metal workers in partial settlement of race discrimination claims against the local union. EEOC v. Holmes & Holmes Indus. Under the terms of the consent decree, if the company resumes operations, it will have to implement an anti-discrimination policy and report to the EEOC all discrimination complaints and information regarding its hiring practices during the term of the decree. The company must also report certain complaints of harassment or retaliation to the EEOC for monitoring. Specifically, the suit alleged that Baker Farms gave American-born workers fewer hours and tasks compared with the foreign-born workers and discharged U.S.-born white and African-American employees based on their race or national origin.

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