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EEOC v. WRS Infrastructure and Env't Inc. d/b/a WRS Compass, No. EEOC v. Choctaw Transp. 0120170218 (Dec. 21, 2017) . Instead, another employee informed complainant's supervisor about the comment, and the supervisor promptly looked into the matter. 'More aggressive' EEOC likely to sue more employers in 2022 The three-year settlement includes the company's agreement to not permit or maintain a hostile work environment based on race, not to discriminate or retaliate against any employees because of opposition to any unlawful practice, a posting of procedures for reporting discrimination and harassment, the submission of a report to EEOC regarding internal discrimination and harassment complaints, and the provision of a neutral letter of reference that states one of the affected employees left employment because he was laid off. 1-844-234-5122 (ASL Video Phone) Tex. In December 2012, a South Dallas, TX mill agreed to pay $500,000 to a class of 14 Black employees to settle an EEOC race discrimination suit alleging that the mill exposed Black employees to violent, racist graffiti and racial slurs by co-workers, such as "KKK," swastikas, Confederate flags, "white power" and other racist terms, including "die, n----r, die," as well as the display of nooses at an employee workstation. In 2017, almost 49% of all EEOC filings involved workplace retaliation. For Deaf/Hard of Hearing callers: In June 2008, a beauty supply chain agreed to pay $30,000 to settle a race discrimination lawsuit in which the EEOC charged that it rescinded a job offer after learning the successful applicant was Black. In March 2007, MBNA-America agreed to pay $147,000 to settle a Title VII lawsuit alleging discrimination and harassment based on race and national origin. The employees were also prohibited from speaking Creole, and were retaliated against by being subjected to discipline when they complained about their treatment. 22, 2012). In addition, Filipino mechanics were denied promotions while less qualified White employees were promoted. In November 2007, the district court ruled in favor of the EEOC in its Title VII suit alleging that a Texas transportation shuttle service discriminated against African American drivers in favor of native African drivers by denying them the more profitable routes, sending them to destinations where no passengers awaited pickup, and misappropriating tips earned by the Black American drivers and instead giving them to the African drivers. 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. In August 2008, a tobacco retail chain agreed to pay $425,000 and provide significant remedial relief to settle a race discrimination lawsuit on behalf of qualified Black workers who were denied promotion to management positions. The EEOC filed suit against the company in September 2010, charging that the company subjected Antonio and Joby Bratcher and a class of African-American employees to racial harassment and retaliation. The jury awarded the former employees $50,000 in compensatory damages and $75,000 each in punitive damages. 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. Although the assistant manager received a letter signed by eight employees complaining about the shift leader's conduct, the shift leader was exonerated and the Black female employee who complained was fired. The consent decree requires the company to implement a policy prohibiting race, color, and national origin harassment. Miss. EEOC v. Alliant Techsystems Inc., Case No. Ga. consent decree filed 12/10/12). According to the lawsuit, the general manager of the hotel allegedly was told by the business owners "to hire more qualified maids, and that they preferred maids to be Hispanic because in their opinion Hispanics worked harder" and that White or non-Hispanic workers were indolent. EEOC Complaints: 5 Tips to Help You Win Your Case After the interviews, the panel selected Complainant. The 39-month consent decree requires defendant to consider all female and Black applicants on the same basis as all other applicants, to engage in good faith efforts to increase recruitment of female and Black applicants, and to submit semiannual reports to EEOC that include applicant flow and hiring data by race and sex. 24, 2015). 2:14-cv-02740 (W.D. EEOC v. Atsalis Bros. Painting Co., Civil Action No. Employees alleged that managers made offensive jokes about Muslim and Native American employees' religious practices and traditions, and used racial epithets like "n----r," "drunken Indians," "red." EEOC v. Patterson-UTI Drilling Co., No. The contempt action charged that Danny's breached the terms of an agreement it entered into with the EEOC to resolve a racial discrimination and retaliation lawsuit. Two witnesses testified that they heard someone remark "one down and two to go" when complainant turned in his equipment following his termination. The plant where the discrimination occurred had closed during the litigation period. Workplace discrimination cases are being closed before investigation - Vox The company will name an EEO officer to receive complaints of discrimination and retaliation, and starting in January 2011, and every 6 months thereafter, will report to EEOC and to defendant's vice president of national operations on complaints of discrimination and retaliation received from applicants and employees in Washington, DC, Maryland, and Virginia and the outcome. Ms. Over the years, the EEOC has investigated numerous job discrimination complaints brought by young workers. Be realistic. Action No. In December 2010, the EEOC filed a race discrimination and retaliation suit against a real estate brokerage and management company alleging that the company refused to hire numerous Black applicants and then retaliated against other employees or former employees for opposing the race discrimination. 2:13-cv-2761 (W.D. In December 2012, an office and technology supply store paid $85,000 and target recruitment of African-Americans and Hispanics to settle a retaliation lawsuit filed by the EEOC. 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. 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. Memphis Health Center, Inc.: Case Nos. Justice Department and EEOC Warn Against Disability Discrimination In addition to the $100,000 payment, Sears has agreed to take specified actions designed to prevent future discrimination, including the posting of anti-discrimination notices to employees, dissemination of its anti-discrimination policy and providing anti-discrimination training to employees. A federal lawsuit filed by the EEOC alleged that supervisors amd coworkers were "constantly" targeted with slurs such as "taco bell," "bean burrito" and "f____ aliens." 8:14-cv-02997 (D. Md. In September 2016, SFI of Tennessee LLC agreed to pay $210,000 to settle allegations of race discrimination. Of these, employees lost at least half of all cases. Whirlpool filed a motion to alter or amend the judgment on January 15, 2010 which the district court denied on March 31, 2011. The EEOC ordered the BOP, among other things, to consider disciplinary action against the supervisor and to pay the job seeker damages. If, for example, your itemized damages are $12,000 and you estimate you have a 50% chance of winning, your case can be valued at $6,000. 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. It's a classic Washington catch-22: For years, Congress has chastised the agency that investigates workplace discrimination for its unwieldy backlog of unresolved cases while giving it little to no extra money to address the problem. 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. The driver complained about the racial jokes and language to management but was suspended for 4 days following a dispute about a work assignment, and was discharged during the suspension. EEOC contends that the company's superintendant and foreman, both White, were actually in charge of the crew that caused the damage. In September 2010, EEOC filed a racial harassment lawsuit against a cell phone installation and testing company, asserting that the company violated federal anti-discrimination laws when it subjected an African-American employee to severe and repeated harassment. Mar. The settlement this month between the U.S. 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. 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. That's you!" Under the consent decree, the club will implement new policies and practices designed to prevent racial discrimination and retaliation. In the consent decree, the pizzeria agreed to provide equal employment and hiring opportunities in all positions and Title VII training for supervisors, managers, and owners. The record showed that complainant had a close working relationship with White managers, which the selecting official held against her because of her race. Some recent examples highlight the impact of retaliation case settlements on an organization's bottom line, not to mention . In February 2012, major cement and concrete products company, paid $400,000 and furnished other relief to settle am EEOC lawsuit alleging racial harassment. The company also will provide 2 hours of training annually to recruiters and HR personnel on Title VII, with a special emphasis on the discriminatory assignment of caregivers based on the racial preferences of clients.EEOC v. HiCare, Inc., dba Home Instead Senior Care, No. In July 2007, the Sixth Circuit agreed in part with EEOC's amicus argument that a district court improperly granted summary judgment against a Black rehabilitation aide because she presented sufficient evidence - whether categorized as "direct" or "circumstantial" - that race was a factor motivating her employer's decision not to promote her. Additionally, EEOC alleged that an assistant store manager threatened to lynch him. Because the employee feared for his safety, he resigned. The 2-year consent decree prohibits the company from engaging in sex and race discrimination and retaliation at the three stores. EEOC v. Lawlor Foods, Civil Action No. EEOC v. MWR Enterprises Inc., II, C.A. Ala. consent decree announced Feb. 21, 2012). 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. Black and Hispanic employees also were allegedly given harder work assignments and were more frequently and severely disciplined than their Caucasian co-workers. Although numerous Black employees complained about these conditions, Yellow and YRC failed to act to correct the problems, EEOC alleged. The agency also charged that the hotel paid lower wages to Black housekeepers, excluded Black housekeeping applicants on a systemic basis, and failed to maintain records required by law in violation of Title VII. The 24-month consent decree applies to all of Defendant's facilities in Georgia and include requirements that Defendant create and institute a nonretaliation policy, advise all employees that it will not retaliate against them for complaining about discrimination, and instruct all management and supervisory personnel about the terms of the decree and provide them with annual training on Title VII's equal employment obligations, including nonretaliation. The AJ found that a customer continually harassed complainant by, among other actions, referring to complainant as a "worthless Indian, dumb Indian, and stupid." The settlement included a donation of $10,000 value of books or 1000 books relevant to the EEOC's mission, which will be given to a non-profit organization with an after-school program. The two-year consent decree requires the company to strengthen its discrimination complaint procedure and develop and implement investigation procedures. 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." Skanska served as the general contractor on the Methodist Le Bonheur Children's Hospital in Memphis, where the incidents in this lawsuit took place.