Last month, a jury in Texas delivered a stunning $70 million verdict in favor of 10 employees who worked for Glow Networks. In March 2020, G.N.T, Inc., doing business as GNT Foods, a grocery store located in East Point, Ga., paid $60,000 and furnished other relief to settle a racial harassment and retaliation lawsuit filed by the EEOC. Real EEOC Cases. EEOC v. New Indianapolis Hotels, Inc., Case No. Despite at least eight years of efforts by the EEOC, which included two EEOC charges, three prior lawsuits and contempt proceedings and three consent decrees Danny's continued to discriminate against the dancers. The manager allegedly made continually disparaging comments to the former attorney, saying that she needed to assimilate more into the local culture and break up with her boyfriend at the time, also White, in favor of a local boy. The consent decree requires other equitable relief, including reporting and training. Maritime allegedly failed to offer them promotion or advancement opportunities to key employee or cashier positions, despite their tenure and outstanding job performance, and paid many class members only the minimum wage despite years of service, while paying non-Hispanic workers higher wages and promoting them. But I see you as a black man." They also referred to Black children or mixed-race children as 'porch monkeys' or 'Oreo babies.' According to the EEOC's lawsuit, Danny's subjected four African-American females to unlawful race discrimination and retaliation. Marshals Service, was not selected for the position of Assistant Chief Deputy U.S. The EEOC took the case to trial and won, with a jury awarding Nelson $187,000 in back pay on his retaliation claim. In September 2016, Resource Employment Solutions, LLC, a temporary staffing agency, will pay $435,000 to settle a race and national origin discrimination lawsuit brought by the EEOC. Case Information Case Title. The lawsuit also alleged that Baker Farms segregated work crews by national origin and race. Further, the AJ was entitled to draw a reasonable inference from the fact that the Selecting Official did not contact Complainant's supervisor despite having contacted the Selectee's most recent supervisor. Tex. In March 2017, an Illinois sheet metal and HVAC company paid $325,000 to settle EEOC charges that it subjected a Black Puerto Rican worker to national origin, race and color harassment that culminated in a brutal physical assault. 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. Ready Mix paid a total of $400,000 in compensatory damages to be apportioned among the seven class members to settle an EEOC lawsuit. June 20, 2014). The agreement included some novel relief, such as: implementation of a new applicant tracking system; establishing an advisory committee focused on the recruitment, development and retention of minority groups; hiring of recruitment firms; developing new interview protocol training; establishing a mentoring program for recently hired minority employees; and updating job descriptions for all college manager positions to require as a job component the diversity of its workforce. 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. The EEOC also alleged that the company forced Black workers at the Concordville worksite to sit in the back of the cafeteria during breaks, and ultimately barred them from the cafeteria altogether The company later fired the entire crew, replacing them with all non-Black workers. 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. 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 March 2020, Prewett Enterprises, Inc., doing business as B&P Enterprises, and Desoto Marine, LLC, rail services and disaster response companies, paid $250,000 and furnished other relief to settle a race harassment case brought by the EEOC. An official website of the United States government. Pursuant to a 3-year consent decree, 13 complainants would receive $871,000 and attorney's fees and costs. March 17, 2008). The Commission's evidence included inculpatory tester evidence and expert testimony indicating that the names and voices of the Black applicants, as well as some of the organizational affiliations (e.g. 2:11-cv-01588-LRH-GWF (D. Nev. June 17, 2015). EEOC v. King-Lar Co., No. Windings also will use objective standards for hiring, guidelines for structured interviews, and will document interviews. Additional remedies were injunctive relief enjoining each defendant from engaging in racial harassment or retaliation; anti-discrimination training; the posting of a notice about the settlement; and reporting complaints of racial harassment to the EEOC for monitoring. Notice of consent decree will be visibly posted at the hotel. For example, "circle dots" referred to the clients that preferred Caucasian caregivers. The EEOC will monitor the companys compliance with the agreement. Wash. July 31, 2017 ). 1:13-cv-00706 (M.D.N.C. The lawsuit alleged that the manager told one employee she looked as "Black as charcoal" and repeatedly called her "charcoal" until she quit. The EEOC's lawsuit charged that Murex Petroleum Corp. violated federal law when it subjected an African-American roustabout to racial harassment by his White coworkers. The harassment was both physical and verbal and included offensive comments based on race and national origin such as "nigger" and "African bastard" as well as explicit sexual expressions. In addition to the monetary relief, the company agreed to providing EEO training for its managers and supervisors the company and to submit a follow-up report on remedial measures being taken at the Concordville worksite. In the Garcia case, a respiratory therapist reported an incident in which a co-worker sexually harassed her in the break room. In November 2006, the EEOC affirmed an AJ's findings that a federal employee complainant was not selected for promotion to Team Leader based on race (African American), sex (female) and age (DOB 2/14/54), notwithstanding her qualifications, and that she was subjected to discriminatory harassment by the same management official. The suit further alleged that within a few months after the Black female buyer complained to human resources department about the differential treatment, she was discharged from her position. According to the lawsuit, the company's allegations that the Black journeyman electrician was in charge of a crew that damaged light fixtures is a pretext. In October 2012, a federal district court in Texas ordered AA Foundries Inc. to take specific measures to prevent racial harassment of Black employees at its San Antonio plant following a $200,000 jury verdict finding the company liable for race discrimination under Title VII. The consent decree awards the laborer $87,205 in monetary relief, $47,205 as backpay and $40,000 as punitive damages (paid in four quarterly $10,000 installments), all personally guaranteed by the owner, as well as a written offer of reinstatement. Equal Employment Opportunity Commission (EEOC) on three claims of disability discrimination against Walmart, the federal agency announced today. In addition to the monetary relief, the three-year consent decree requires the company to provide mandatory annual three-hour training on race discrimination and retaliation under Title VII; have its president or another officer appear at the training to address the company's non-discrimination policy and the consequences for discriminating in the workplace; maintain records of race discrimination and retaliation complaints; and provide annual reports to the EEOC. In January 2020, Jackson National Life Insurance paid Black female employees in Denver and Nashville $20.5 million to settle a racial and sexual discrimination case brought by EEOCs Denver and Phoenix offices. 2012). The consent decree also bolsters supervisor accountability and requires training on the requirements of Title VII for all managers, supervisors, and Human Resources personnel. In March 2004, the EEOC settled a hostile work environment case in which a Caucasian-looking employee, who had a White mother and Black father, was repeatedly subjected to racially offensive comments about Black people after a White coworker learned she was biracial. Fla. Jan. 27, 2017). EEOC charged that the facility violated Title VII when it fired a housekeeping supervisor allegedly because she had complained that she found certain comments by her supervisor racist and that she believed a watermelon-eating contest in the workplace had racist overtones. 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. Additionally, at the conclusion of her final interview, defendant's managing director allegedly told the Black applicant she was "obviously qualified for the position." For Deaf/Hard of Hearing callers: In May 2006, the Commission won a Title VII case filed on behalf of Asian Indian legal aliens who were victims of human trafficking, enslavement, and job segregation because of their race, national origin, and dark-skinned color. EEOC v. Stone Pony Pizza, Inc., No. June 9, 2016). EEOC alleged that an African American male sales supervisor subjected Cotton to derogatory comments about his age and made sexual advances towards him. In September 2010, the EEOC had filed the lawsuit alleging that the company fired a Black Tanzanian network operations analyst because of her race and national origin. In addition to the monetary relief, the new consent decree requires the developer to conduct extensive training on investigating discrimination complaints, including methods for proper documentation and unbiased assessment of witness credibility. Tex. Tenn. Sep. 25, 2013). In each incident, the assistant manager made references to African-Americans using the N-word. Under the terms of a consent decree signed by Judge Henry M. Herlong of the U.S. District Court for the District of South Carolina, the $1.6 million will be shared by 56 known claimants and other black applicants the EEOC said were shut out of BMW's Spartanburg, S.C., plant when the company switched to a new logistics contractor. 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. According to the Commission's lawsuit, the staffing company unlawfully discriminated against a senior functional analyst, who was the oldest employee and only Caucasian in the department, because of her race and age in violation of Title VII and the ADEA when a young, African American supervisor subjected her to different treatment and terminated her when she complained. The EEOC filed its lawsuit (EEOC v. Walmart Stores East LP, in the U.S. District Court for the Eastern District of Wisconsin, Case No. 11-cv-134 (M.D. The lawsuit also claims that Bass Pro punished employees who opposed the company's unlawful practices, in some instances firing them or forcing them to resign. In October 2007, the EEOC resolved a discrimination lawsuit alleging race and age discrimination for $48,000. In addition to paying $600,000, the three-year consent decree settling the lawsuit also requires Bankers Asset Management to hold a mandatory, annual three-hour training on race discrimination and retaliation in which its president or another officer participates, among other provisions. 8:12-cv-00643-EAK-MAP (M.D. 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. 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. Inc., No. When the Black intern raised concerns about unequal treatment with management, she was fired. 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. The motion was approved by the court and the consent decree was entered on Oct. 23. The same manager allegedly referred to one Black employee as "gorilla" while the employee was holding a banana. In January 2010, an international designer and manufacturer of medical devices agreed to pay $250,000 to settle EEOC's Title VII lawsuit alleging race discrimination. 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. The agency employs about 570, down roughly 150 from a decade ago. According to EEOC data, the average out-of-court settlement for employment discrimination claims is about $40,000. filed 1/17/12 - The Commission appealed a decision by the Western District of Tennessee awarding attorney's fees to Memphis Health Center after granting its motion for summary judgment in an age discrimination and retaliation case. According to the EEOC's lawsuit, the employer favored foreign born workers or workers they believed to be foreign born, while engaging in a pattern or practice of discrimination against White American and African American workers. In December 2014, three related well-servicing companies agreed to pay $1.2 million to settle allegations by the Equal Employment Opportunity Commission of verbal abuse of minority employees. When the mechanic reported this behavior to management, the supervisor retaliated against him and Taylor Shellfish simply advised him to "put his head down and do what he was told." In April 2006, EEOC obtained $450,000 to settle a race discrimination case in which a health care provider explained its refusal to hire "Blacks or Jews" for a client in Oregon by arguing that it was protecting the safety of its employees, especially in areas where the KKK is active. The 2-year consent decree enjoins sex and race harassment and discrimination and retaliation in violation of Title VII and age discrimination under the ADEA. The EEOC's complaint charged that the supervisor regularly referred to Black employees with the "N" word and other derogatory slurs. Dec. 10, 2010). In addition to the damages payment, the settlement requires that the laboratory adopt a non-discrimination policy and complaint procedure and conduct anti-discrimination training for its staff. 7:13-cv-01583 (D.S.C. The trial also established that the employee suffered devastating permanent mental injuries that will prevent her from working again as a result of the assault. Such alleged conduct violates the Americans with Disabilities Act (ADA), which prohibits discrimination based on an employees disability. The EEOC's lawsuit further alleged that after Peltonen filed a discrimination charge with the EEOC, she was laid off and then terminated in retaliation." [1] For another human trafficking case, see EEOC v. Trans Bay Steel, Inc., No. Appellate - 4th Circuit. 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. WMN-09-cv-984 (D. Md. Purported conduct of this nature violates Title VII of the 1964 Civil Rights Act. In November 2008, a popular pizzeria based in Ferndale, Mich. agreed to pay $20,000 to resolve an EEOC lawsuit alleging that the pizzeria violated federal law when it told two qualified Black job seekers for waitress positions, one of whom is African and spoke with an accent, on two separate occasions that it had run out of applications but hired a White applicant as a waitress later the same day without requiring her to fill out an application. Over the years, the EEOC has investigated numerous job discrimination complaints brought by young workers. June 12, 2012) (granting joint motion to dismiss). An analysis of hours and wages showed African-American and Hispanic workers received fewer hours of work than their white co-workers during most of this same timeframe.

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