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. Ready Mix paid a total of $400,000 in compensatory damages to be apportioned among the seven class members to settle an EEOC lawsuit. In December 2009, EEOC won the $1 million judgment in a race and sex discrimination suit following a four-day trial. In September 2013, Hurley Medical Center entered into a 5-year agreement with the EEOC to settle its lawsuit alleging that a White father reportedly demanded no African-American nurses treat his newborn baby. The alleged harassment included directing threatening language and conduct at the Black laborer, such as saying that President Obama would be assassinated and showing him a swastika a White coworker had spray-painted on company equipment. Meanwhile, in the same timeframe, management approved such training for two similarly situated White officers who were eventually promoted to SOL. Furthermore, the investigation revealed that African-American employees were assigned to more difficult and dangerous work than Caucasian employees. In May 2013, the EEOC sued Clarksdale's Stone Pony Pizza, alleging that the pizza place maintains a racially segregated workforce, and that it "hired only whites for front-of-the-house positions such as server, hostess, waitress, and bartender, and hired African-Americans for back-of-the-house positions such as cook and dishwasher." Notice of consent decree will be visibly posted at the hotel. The jury found that Danny's also forced the dancers to work at a related club, Black Diamonds, even though they were subject to arrest there because they were not licensed to work at that club. At the end of FY 2020, the EEOC reported 201 cases on its active district court docket, of which 31 (15.4%) were non-systemic multiple victim cases and 59 (29.3%) involved challenges to systemic . The agency further alleged that FAPS refused to hire qualified African-American candidates, including by telling them that no positions were available when in fact FAPS was hiring. In September 2010, the EEOC sued an Indianapolis hotel for denying employment to Black housekeeping applicants, offering lower pay and hours to Black housekeeping staff, terminating Black housekeeping staff who complained of the less favorable treatment, and destroying employment records since at least September 2, 2008 because of the hotel's preference for Hispanic workers. Sep. 21, 2010). 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. The EEOC entered into a pre-suit conciliation agreement. In January 2020, Falcon Foundry Company agreed to resolve a racial harassment class case which was filed against it by the Youngstown Branch of the National Association for the Advancement of Colored People (NAACP) and the EEOC. According to the EEOC, the JATC violated the court's previous orders by summarily discharging the apprentice for alleged poor performance just days before he was to complete the program and be promoted to journeyman status. Therefore, the Commission found that Complainant established that the Agency's stated reasons for her non-selection were a pretext for race and sex discrimination. Four nurses filed discrimination lawsuits after a Hurley staff member allegedly posted a note with the father's instructions. Brooks was also subjected to harassment such as racial slurs and racially derogatory insults, taunting and racial stereotypes, including the use of the "N-word." 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 Eleventh Circuit essentially agreed and concluded that the discriminatory comments constituted circumstantial evidence of discrimination sufficient to defeat summary judgment. In April 2012, a real estate company in Little Rock agreed to pay $600,000 to former employees and a class of applicants to settle a race discrimination and retaliation lawsuit filed by the EEOC. The EEOC charged in its lawsuit that a class of African American males at Ready Mix's Montgomery-area facilities was subjected to a racially hostile work environment. In November 2012, Alliant Techsystems Inc. paid $100,000 to settle an EEOC suit alleging that the company violated Title VII when it refused to hire an African-American woman for a technical support job at its offices in Edina because of her race. Robinson reported the misconduct to several managers, but rather than taking corrective action, the director of used cars joined in the harassing conduct. Under the consent decree resolving the EEOC's claims, Hospman also will revise policies regarding race discrimination complaints as set forth in its employee handbook; conduct annual training of its managers and supervisors on the requirements of Title VII; post a notice about the lawsuit for its employees; and report to the EEOC regarding complaints of race discrimination and the company's employment practices. Official websites use .gov The Agency was ordered, among other things, to place Complainant into the position or a similar position, with appropriate back pay and benefits, and pay him proven compensatory damages. 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. Jan. 8, 2015). According to the EEOC lawsuit, an over 40, African-American female employee who worked in loss prevention at several Sears stores in the Oklahoma City area, from 1982 until her termination in March of 2010, was passed over for promotion to supervisor several times beginning in 2007 in favor of younger, less experienced, White males. The trainee stressed by the harassment and retaliation after reporting the harassment to upper management, took leaves from work and was eventually fired. OFO found that the Agencys explanation was a pretext for its unlawful discrimination in the selection process and the Agency had failed to articulate a legitimate, nondiscriminatory reason for its actions. As part of the consent decree, Gonnella must also provide training to its employees on civility in the workplace and must institute a policy holding managers and supervisors responsible for preventing and stopping harassment in the workplace. The three-year consent decree enjoins the company from engaging in or condoning race-based harassment and retaliation; requires the provision of training on federal anti-discrimination laws with an emphasis on preventing race-based harassment; and mandates reporting to the EEOC on how it handles internal complaints of race-based discrimination and the posting of a notice regarding the settlement. In its lawsuit, the EEOC charged that near Union City violated federal law by paying an African-American maintenance worker less than White counterparts and subjecting him to a hostile work environment. The new GM also berated the personnel coordinator for assisting the Black employee with his complaint and intensified his harassment of him until the employee resigned. The four-year agreement requires the company to furnish semi-annual compliance reports to the EEOC, including regarding the whereabouts of the two managers accused of the alleged harassment. The consent decree also enjoins The Original Hot Dog Shop from creating, tolerating, or fostering a hostile work environment based on race. 1-800-669-6820 (TTY) In its lawsuit, the EEOC alleged that the franchise ordered the store manager to fire the African American employees because the student patrons did not like to be waited on by them. US Foods did not terminate the Caucasian driver for being under the influence, or another Caucasian safety specialist who saw the driver at the first stop on his route. The EEOC ordered the placement of Complainant into the Division Secretary position, with appropriate back pay and benefits, and payment of attorney's fees and costs. Bowers v. Dep't of Transp., EEOC Appeal No. In January 2012, Pepsi Beverages Company, formerly known as Pepsi Bottling Group, agreed in a post-investigation conciliation to pay $3.13 million and provide training and job offers to victims of the former criminal background check policy to resolve an EEOC charge alleging race discrimination in hiring. According to the EEOC complaint, two employees at one of the company's North Carolina salons were allegedly fired for opposing what they reasonably believed was an unlawful employment practice. . Memphis Health Center, Inc.: Case Nos. The EEOC had charged that the company violated Title VII when it subjected three Black employees at its Lexington, N.C., facility to a racially hostile work environment. According to the EEOC, the general manager of the Hampton Inn hotel located at 2311 North Shadeland Ave. advised her employees that she wanted to get "Mexicans" in who would clean better and complain less than her Black housekeeping staff. The consent decree established a claims fund of $1.3 million and provides substantial injunctive relief, including goals for hiring of Black job applicants for front-of-the-house positions, targeted recruitment efforts, and extensive self-assessment of hiring and work assignment practices to ensure non-discrimination and compliance with the terms of the consent decree. 15-11850 (11th Cir. In June 2013, a national food distributor paid $15,000 in compensatory damages to three former employees to resolve an EEOC race discrimination lawsuit alleging that its Mason City warehouse failed for months to remove racist graffiti in a men's restroom that included a swastika and references to the Ku Klux Klan, despite complaints from an African-American employee. The proposed consent decree would settle both EEOC's suit and a private suit filed in 2008 by 14 Black employees under the Civil Rights Act of 1866 (42 U.S.C. In a 2-1 decision partially overturning a federal trial court in Louisiana, the divided panel found that EEOC established a prima facie case of "work-rule" discrimination against Kansas City Southern Railway Co. on behalf of two of the four claimants. The contractor fired the Black laborer allegedly because he refused to drop his complaint after the superintendent told him that he could not guarantee the laborer's safety and that he could not return to work while he continued to press his complaint.
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