even in the absence of the identification of an individual job applicant who was rejected because of his race." 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. CHICAGO An eight-member jury in Green Bay, Wisconsin returned a verdict of $125,150,000 in favor of the U.S. In September 2014, Izza Bending Tube & Wire agreed to pay $45,000 to settle an EEOC suit alleging that the company retaliated against employee Myrna Peltonen when it demoted her and reduced her salary after she refused to discriminate against an African-American employee. Two recent lawsuits filed by the U.S. Lee felt he had to resign because of the harassment, and the EEOC further alleged that, since 2011, Arizona Discount Movers has required its employees sign a two-page "Rules and Employee Agreement," which included both "Negative attitudes, fighting, complainers will not be tolerated here" and "Drugs, fighting, foul language, racism, arguing will be tolerated." Specifically, the EEOC alleged that after learning the results of the criminal background checks around July 2008, BMW denied plant access to 88 logistics employees, resulting in their termination from the previous logistics provider and denial of hire by the new logistics services provider for work at BMW. 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. The agency alleges these actions were motivated by race. Abercrombie & Fitch also agreed to improve hiring, recruitment, training, and promotions policies; revise marketing material; and select a Vice President of Diversity and diversity recruiters. Under the decree, which settles the suit, MPW Industrial Services is required to pay $170,000 to the two former employees who experienced the racial harassment. According to the suit, supervisors and employees subjected an African American truck washer, the only black employee at the Milton facility for most of his employment, to racial epithets and insults despite the truck washer's complaints to management and then the company fired him on the same day that he complained. The outcome of this 11th Circuit case holds important lessons for both workers and employers involved in alleged instances of discrimination and retaliation. or name-calling such as "pencil dick," by his supervisor. Nine Black employees and a White co-worker received payments. 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. The EEOC also found that the company retaliated against employees who complained about the harassment or discrimination. 10-955 (D. Utah Oct. 10, 2012). Fla. consent decree filed Sept. 26, 2014). As part of the injunctive relief, U-Haul further agreed to provide training to all employees in its Nevada locations, and provide annual reports to the EEOC regarding its employment practices in its Nevada branches. Law360 (February 24, 2023, 4:10 PM EST) -- A Manhattan federal judge has ruled that a former boss in New York City's largest correction officers union should have his bribery sentence reduced and . . In July 2007, EEOC sued a steakhouse restaurant chain for permitting its customers to harass a White employee because of her association with persons of a different race. In addition, the complaint stated that several men were demoted or fired after taking their complaints of discrimination to the Wyoming Department of Workforce Services' Labor Standards Division. 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. The Court decided that there was substantial evidence to support the Commission's determination that the coroner's reasons for Linehan's demotion and subsequent termination were pretextual. 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. The Black employee allegedly complained to company management, but the harassment continued. Based on interview scores, Selectee was chosen. 4:10-CV-002070-SWW (E.D. Along with a monetary settlement, the three-year consent decree requires the company to disseminate and post a modified anti-discrimination policy; designate specific individuals to whom raced-based discrimination complaints should be directed; provide at least three hours of anti-discrimination training by a compliance specialist for all management and supervisory personnel; and submit a written report to the EEOC after one year identifying all race-based discrimination complaints. Additionally, the company will review its workplace policies to assure that they comply with Title VII and will train its entire staff on the laws against discrimination. In May 2011, a property and casualty insurance giant agreed to pay $110,000 to settle an EEOC lawsuit alleging that it unlawfully refused to promote an Asian employee in its Milwaukee underwriting office because of her race. 1981a (b) (1). After one of the women complained, her hours were cut and she was eventually terminated. When advised about the missing money by the store manager, the White cashier asserted she knew nothing about it and was permitted to leave without being searched. Whirlpool filed a motion to alter or amend the judgment on January 15, 2010 which the district court denied on March 31, 2011. The case settled for $75,000 and a raise in her annual salary. The employees were also prohibited from speaking Creole, and were retaliated against by being subjected to discipline when they complained about their treatment. 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 EEOC charged in its suit that Prestige's predecessor company, Airbus Alliance Inc., repeatedly instructed its human resource manager to not hire African-American applicants because they were "trouble" and "would sue the company." The Court also affirmed the punitive damages award because a reasonable juror could conclude that the company had not acted in good faith to comply with Title VII when the human resources manager threatened to terminate the rep for hitting the store manager while defending herself against the sexual assault. In September 2010, the EEOC filed suit against a Roanoke-based hair salon chain for allegedly firing an African American hair stylist for complaining about an assistant manager's racist comments. 1999) (holding employee stated a claim under Title VII when he alleged that company owner discriminated against him after his biracial child visited him at work). The EEOC also alleged that Emmert International retaliated against Black employee for complaining about the harassment. ) or https:// means youve safely connected to the .gov website. In April 2010, a Houston-area construction company paid $122,500 and will provide additional remedial relief to resolve a federal lawsuit alleging race, national origin and religious discrimination. Ark.Apr. Over the years, the EEOC has investigated numerous job discrimination complaints brought by young workers. The company also must submit reports to the EEOC demonstrating its compliance with the consent decree. 2:11-cv-02844 (W.D. EEOC v. Yellow Transp. 1:10-cv-1234 (S.D. The court granted preliminary approval of a proposed consent decree, but it must grant final approval following a fairness hearing before the decree takes effect. In September 2011, the EEOC filed suit against Bass Pro Outdoor World, LLC, alleging that the nationwide retailer of sporting goods, apparel, and other miscellaneous products has been discriminating in its hiring since at least November 2005. The jury awarded Spaeth $150,000 in compensatory damages and $125,000,000 in punitive damages after deliberating for three hours following the four-day trial. The court "assume[d] for the sake of argument" that the evidence created a material factual dispute about whether AutoZone intentionally segregated its Black employee Kevin Stuckey because of his race when it transferred him out of a predominantly Hispanic-staffed store. According to the lawsuit, a class of African American employees had been subjected to race discrimination, racial harassment, and retaliation for complaining about the misconduct. In December 2012, EEOC and a North Carolina printing firm settled for $334,000 a lawsuit alleging the firm violated Title VII of the 1964 Civil Rights Act by not placing non-Hispanic workers in its "core group" of regular temporary workers who perform the company's light bindery production jobs and giving disproportionately more work hours to Hispanic workers. The complaint took too long to investigate and Kristina Garcia . In December 2007, a convenience store distributor paid $100,000 to resolve an EEOC lawsuit alleging race, color, and national origin discrimination. In September 2014, the EEOC appealed the dismissal of its race discrimination complaints alleging that an employer's withdrawal of a job offer from a qualified Black applicant because she refused to cut off her dreadlocks constituted race discrimination under Title VII. The court also held that the new entity operating as a Denny's franchise was liable as a successor. 4:11-cv-03425 (S.D. In its investigation, the EEOC found reasonable cause to believe that personnel at two Ford facilities in the Chicago area, the Chicago Assembly Plant and the Chicago Stamping Plant, had subjected female and African-American employees to sexual and racial harassment. EEOC v. Holmes & Holmes Indus. The consent decree also requires the company to post a remedial notice for one year and to notify any potential successors of the consent decree. In June 2007, EEOC obtained $500,000 from a South Lyon, Mich., steel tubing company, which, after purchasing the assets of its predecessor company, allegedly refused to hire a class of African American former employees of the predecessor. The agency maintains that neither they nor the non-Black employees who actually caused the damage to the light fixture were terminated. In December 2007, a Minnesota-based frozen food home delivery service agreed to pay $87,250 and provide Title VII training to settle an EEOC race discrimination case alleging that the company discriminated against qualified African-American job applicants at its Missouri facility. Roadway also assigned Chicago Heights employees to segregated work groups. The company denied the allegations in court. The AJ found that for approximately two and one-half years Black Health Technicians refused to comply with her orders while following the orders of African American nurses; that one Health Technician told complainant that she would not take orders from a White nurse; and that Technicians screamed, banged on doors, blocked complainant's exit when complainant asked for assistance.
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