Consent decree entered Dec. 10, 2012). The EEOC contended that the manager also imposed stricter work-related rules upon the dealership's Black employees by disciplining them for conduct that non-Black employees were not disciplined for, and giving them less favorable work assignments. In February 2009, the Sixth Circuit published a favorable decision in a Title VII associational discrimination case in which the EEOC participated as amicus curiae. John Linehan contested his removal as chief deputy coroner by the elected coroner, who is African American. Washington, DC 20507
EEOC v. Hamilton Growers, Inc., No. The jury awarded $15,000 in compensatory damages and $50,000 in punitive damages to the rep. In May 2009, the district court ruled that the distributor was not liable for racial harassment or retaliation under Title VII because the employer took prompt and remedial action once it was notified of the racial slur and because it terminated the employee misconduct, not because he opposed race discrimination. EEOC v. Ready Mix USA d/b/a Couch Ready Mix USA LLC, No. According to the consent decree, Bass Pro will engage in good faith efforts to increase diversity by reaching out to minority colleges and technical schools, participating in job fairs in communities with large minority populations and post job openings in publications popular among Black and Hispanic communities. Although complainant was a probationary employee, the record reflected that he worked at the same level or better than other full-time carriers. The lawsuit also alleged that when he complained, the company demoted the Black supervisor, changed his work assignments, hours, and conditions and then fired him. A company with more than 14 employees is subject to the EEOC stepping in. The settlement also requires Hillshire to designate one employee to serve as a point-of-contact for those who feel they've been treated improperly and to punish workers with suspensions and even termination who are found "by reasonable evidence" to have engaged in racial bias or behavior related to it. Instead, the staffing agency granted placement preferences to Hispanic workers and also retaliated against an African American employee who complained of the discrimination by refusing to place her and denying her a promotion. ) or https:// means youve safely connected to the .gov website. Under the consent decree resolving this case, Taylor Shellfish has agreed to implement new policies, conduct extensive training for employees and management, post an anti-discrimination notice at the workplace and report compliance to the EEOC for a three-year period. EEOC v. Bass Pro Outdoor World, LLC, Civil Action No. In March 2011, a television station settled a race and sex discrimination case filed by the EEOC for $45,000 and additional consideration. 8:14-cv-02997 (D. Md. In November 2014, a Rockville, Md.-based environmental remediation services contractor paid $415,000 and provide various other relief to settle a class lawsuit alleging that the company engaged in a pattern or practice of race and sex discrimination in its recruitment and hiring of field laborers. CHICAGO - Stan Koch & Sons Trucking, Inc., a Minnesota-based transportation company, will pay $165,000 and furnish other relief to settle a retaliation case brought by the Equal Employment Opportunity Commission (EEOC), the federal agency announced today. According to the EEOC, the general manager of the Hampton Inn hotel advised her employees that she wanted to get "Mexicans" in who would clean better and complain less than her black housekeeping staff, even if the Hispanic hires were equally or less qualified than Black candidates. In February 2008, a restaurant agreed to pay $165,000 to resolve a Title VII lawsuit EEOC brought on behalf of a dining manager who was Arab and Moroccan because he and an Arab waiter from Tunisia allegedly had been subjected to customer harassment based on race and national origin and then the manager was fired in retaliation for opposing the harassment. 09-30558 (5th Cir. Pursuant to this settlement, BBI will The settlement provides monetary relief to the class identified by the EEOC and ensures the company will take proactive measures to prevent such discrimination from occurring in the future. Gender-based discrimination claims were the most frequent basis for the EEOC's amicus filings this year, as the agency placed 11 cases in this category. Neil M. v. Dep't of Agric., EEOC Appeal No. 8:10-cv-1419(JAK) (C.D. In December 2014, two Memphis-based affiliates of Select Staffing, employment companies doing business in Tennessee, agreed to pay $580,000 to settle allegations they engaged in race and national origin discrimination. In August 2011, an Obion County producer of pork sausage products paid $60,000 and furnished other relief to settle a wage discrimination and racial harassment lawsuit filed by the EEOC. 11-cv-134 (M.D. Secure .gov websites use HTTPS In July 2006, EEOC settled a Title VII action against a Dallas-based HIV service agency, in which four Black employees were allegedly racially harassed by the center's founder and former Executive Director, who is also African American. The Associate Director emailed the panel chair and Selection Official, asking that the panel interview Selectee as a professional courtesy. The BQ grid results were disregarded and all candidates were rated and ranked based solely on interview scores. It ruled that 42 U.S.C. In August 2016, a magistrate judge reaffirmed that "African" has long been recognized as an acceptable class entitled to protection under Title VII. ]," telling racially offensive jokes, hiding his safety gloves, placing stink bombs under his workstation, and telling him that the vending machines do not take "crack money.". 2:10-cv-02717 (W.D. The Commission ordered the retroactive promotion of complainant, back pay, compensatory damages ($5,000), attorney's fees, and other relief.
EEOC Releases Fiscal Year 2020 Enforcement and Litigation Data Additionally, the decree requires the company to implement and post written anti-discrimination policies and procedures, to provide training on race discrimination for all personnel and neutral references for the claimants, and to report to the EEOC any changes to its anti-discrimination policies and any future complaints alleging racial discrimination. According to the EEOC's lawsuit, another African-American employee complained to a high-level executive at the company, but, again, no action was taken to stop or prevent the harassment. 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. In January 2017, Gonnella Baking Co. of Chicago, an established bread and rolls manufacturer, agreed to pay $30,000 to settle an EEOC lawsuit alleging racial harassment at the company's Aurora, Ill., facility. EEOC v. Choctaw Transp. The EEOC also found that the company retaliated against employees who complained about the harassment or discrimination. March 17, 2008). The parties entered a three-year consent decree which enjoins the restaurant from engaging in race and national origin discrimination or retaliation. In July 2016, the Fourth Circuit reversed summary judgment in an employment discrimination case alleging race, national origin, religion, and pregnancy discrimination, hostile work environment, and retaliation in violation of Title VII and 42 U.S.C. EEOC v. Danny's Cabaret, No. In June 2009, a federal district court granted summary judgment for a Michigan-based freight and trucking company on all race discrimination claims asserted by the EEOC and the claimant. The parties entered a three-year consent decree on July 30, 2008, which enjoins the company from engaging in racial discrimination or retaliation and requires the company to institute an equal employment opportunity policy and distribute this new policy to its employees. Blanket prohibitions are not in accordance with the agency's policy guidance on the subject, which was reissued on April 25, 2010. In February 2020, the EEOCs Office of Federal Operation (OFO) found that the Department of Veteran Affairs engaged in race and age discrimination when it did not select a Registered Nurse (RN) at the Murfreesboro VA Medical Center facility in Tennessee for the position of Nurse Manager, Specialty Clinics. On appeal, the circuit court decided that "the subject of race was improperly introduced into the selection process and used as a consideration in [the] hiring decision" and that the manager's decision was motivated by the aide's race and not the selectee's experience or seniority. In December 2012, an agricultural farm in Norman Park, Ga., has agreed to pay $500,000 to a class of American seasonal workers - many of them African-American - who, the EEOC alleged, were subjected to discrimination based on their national origin and/or race. EEOC alleged that a Black employee from West Guinea, Africa was subjected to verbal and physical harassment and then fired when he complained. In a ruling last year, Judge Dale A. Kimball found that the Bratchers and class member James Buie were subjected to an objectively hostile work environment based on race. 15-3201 (7th Cir.
EEOC Wants New Judgment In Trucking Co. Disability Case 16-cv-03823 WMW/FLN (D. Minn. Sep. 6, 2017). In addition to requiring a payment of damages, the consent decree settling the suit prohibits the furniture company from further retaliating against employees who complain about discrimination and requires the company to amend its current anti-discrimination policy to conform to EEOC policy and to provide four hours of anti-discrimination training to all Koper employees, including management personnel, on a biannual basis. In January 2012, a Johnson City, N.Y -based cleaning company agreed to pay $450,000 to 15 former employees to settle a hiring discrimination and retaliation case. Other racially hostile incidents included White coworkers displaying the Confederate flag on their clothing and tow motors, threatening racial violence, making repeated references to the KKK and the n-word, telling of racist jokes, remarking that they wished they had a "James Earl Ray Day" as a holiday, and "laughing and talking about the Black guy that got drugged [sic] behind a truck in Texas[,] saying he probably deserved it." Thereafter, the parties agreed to settle the matter. EEOC v. River View Coal, LLC, No. The consent decree enjoins the company from engaging in any racial discrimination or retaliation and requires the company to post a remedial notice for two years. Should Maritime reopen and reactivate its Maryland facilities, it shall be enjoined from creating or maintaining a hostile work environment and inferior economic terms and conditions of employment on the basis of national origin or race. In December 2007, a convenience store distributor paid $100,000 to resolve an EEOC lawsuit alleging race, color, and national origin discrimination. In September 2010, the owner of a strip club settled for $95,000 a race discrimination lawsuit, alleging that two African-American doormen were harassed, segregated and provided different terms and conditions of employment because of their race. The EEOC alleged that the distributor's supervisors, including the Black employee's supervisor, used that restroom, yet the racist message remained for 30 days after he complained. EEOC alleged that OTB failed to act when several employees at its Holtsville, New York location subjected an African-American cook to harassment based on his race, including repeatedly calling him racial slurs. As has been the case in past months, most of the settlements . After paying the $50,000, Danny's failed to comply with the rest of the decree. Alpha Kappa Alpha Sorority, Inc.) disclosed on their resumes, could have served as proxies for race. What happens when the EEOC determines that an employer is . The EEOC alleged that DSW intentionally discriminated against a former assistant manager at the company's Warrensville Heights, Ohio retail store because she is Black when it terminated the assistant manager after she had been subjected to race-based discipline and unequal terms and conditions of employment.