06-07766 (C.D. EEOC v. Danny's Cabaret, No. Fla. default judgment filed Aug. 11, 2015). 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. there are many African'american midwives who are failed the final test after they have a masters certificate.raw scores have been cut up to 9 points so that they fail and can not practice. The Agency was ordered, among other things, to offer Complainant the position, pay him appropriate back pay and benefits, and pay him $5,000 in proven compensatory damages. The agreement resolves a lawsuit filed by the EEOC in September 2011. Testimony in the record showed that the approving official was biased against those of complainant's race, particularly males. Under the decree, the supplier will provide web-based training to all employees at its Baton Rouge and Harahan, Louisiana offices on Title VII and defendant's antidiscrimination policies and complaint reporting procedures. The foreman also told racist jokes in the workplace, and made negative comments about African Americans; including that Sean Bell (shot by the police at a nightclub) deserved to be shot, and threatened that candidate Barack Obama would be shot before the country allowed a Black president. The agency found no discrimination and complainant appealed. Specifically, the EEOC alleged that, in addition to paying them less and permitting a White manager to refer regularly to them with the N-word and other derogatory slurs, such as "boy," the company manipulated dosimeters of Black employees assigned to work with radioactive waste to show lower levels of radiation than the actual ones. In September 2009, a supply company in Arizona agreed to pay $49,500 to settle an EEOC lawsuit that alleged the company assigned an African American employee and his Hispanic team member to less desirable, lower-paying jobs than their Caucasian counterparts because of the Black employee's race. The company then purportedly fired the two employees, stating they had lied. Among other relief provided under the decree, Battaglia also will provide its managers with training on Title VII and report regularly to the EEOC on any complaints it has received, as well as provide other data to demonstrate that it has not retaliated against any of the participants in the litigation. The company has also pledged, among other things, to create a termination appeal process; extend rehire offers to aggrieved individuals from the 2009-2012 growing seasons; provide transportation for American workers which is essential to viable employment in that part of the country; and limit contact between the alleged discriminating management officials and American workers. The company also agreed not to exclude any African American employee or applicant for the front-desk day positions based on their race for any future businesses it may operate. Defendant will file annual audit reports with the EEOC summarizing each complaint of race or sex (male) discrimination, or retaliation, it receives at its Pfluggerville, Texas location and its disposition. EEOC APPELLATE CASES PENDING: 2012. complaint filed July 22, 2014). Ga. July 6, 2016). Wis. Judgment filed Feb. 25, 2014), aff'dl, EEOC v. Northern Star Hospitality, Inc., 777 F.3d 898 (7th Circ. The court rejected the company's claims that the EEOC had failed to state a claim in its complaint and that the suit was barred by laches. In this case, the EEOC alleged that a White consultant visited the car dealership three to four times a week and never missed an opportunity to make racially derogatory comments towards the Black sales manager and almost always in the presence of other people. In January 2008, the EEOC settled a race and national origin discrimination case against a Nevada U-Haul company for $153,000. The Agency was ordered, among other things, to offer Complainant the position or a substantially similar position, and pay her appropriate back pay, interest, and benefits. According to the EEOC's August 2017 lawsuit, Maritime violated Title VII of the Civil Rights Act of 1964 by segregating a class of Hispanic workers into lower-paying jobs as laborers or detailers at its former Edgewater, Md., facility. In March 2007, the owners of a Louisiana motel agreed to pay $140,000 to charging party and three other claimants who alleged that the motel would not hire them for front-desk positions because they are African American. The EEOC charged that Skanska failed to properly investigate complaints from the buck hoist operators that white employees subjected them to racially offensive comments and physical assault. Sep. 21, 2011). The consent decree also enjoins The Original Hot Dog Shop from creating, tolerating, or fostering a hostile work environment based on race. The EEOC's suit alleged that the company excluded Black applicants for jobs at the company's Little Rock location based upon their race. 15, 2011). According to the EEOC's lawsuit, a Puerto Rican store manager allegedly harassed a dark-complexioned Puerto Rican sales associate because of his skin color (e.g., taunting him about his color and asking why he was "so Black") and then fired him for complaining. In April 2011, the Fourth Circuit vacated in part the district court's judgment and remanded for trial part of the EEOC's racial harassment suit against Xerxes, a fiberglass company. Marshal because of race, gender, and age discrimination when the agency's Career Board selected a 34-year old Caucasian female based on her academy achievement, work experience and interview. In July 2017, Bass Pro Outdoor World LLC agreed, without admitting wrongdoing, to pay $10.5 million to a class of African-American and Hispanic workers the EEOC alleged it discriminated against by failing to hire because of their race and/or national origin in violation of Title VII. Lastly, the company will provide discrimination and retaliation training of at least 2 hours to supervisors and managers in Washington, D.C., Maryland, and Virginia. The two-year consent decree requires the company to strengthen its discrimination complaint procedure and develop and implement investigation procedures. The consent decree also includes provisions for equal employment opportunity training, reporting, and posting of anti-discrimination notices. In addition to the monetary relief, a three-year consent decree requires the company to use its best efforts to fill up to 25 percent of available positions with African-Americans. Konos Agrees to Pay $175,000 to Settle EEOC Sexual Harassment and Retaliation Case. In August 2009, a Mississippi-based drilling company agreed to pay $50,000 to settle a Title VII lawsuit, alleging that four employees, three White and one Black, experienced racial harassment and retaliation while assigned to a remote drilling rig in Texas. As part of the agreement terms, the company admitted no liability, and Pier 1 Imports agreed to revise its policies, which include eliminating its background screening processes and removing the question about convictions from its job application. He labelled the statue "Clint." Wis. Mar. For example, an area supervisor responded to employee complaints by telling the complainants they could quit or by saying that he was sick of everyone coming to him and that everyone simply needed to do their jobs. 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. Defendants were also ordered to: (1) provide monthly reporting to the EEOC on compliance with the new hiring procedure, recordkeeping and posting; (2) pay fines for late reporting; (3) allow random inspections by the EEOC subject to a fine, for failure to grant access; (4) pay fines for failure to post, destroying records or failing to distribute employment applications; (5) provide EEOC with any requested employment records within 15 days of a request; (6) cease comingling medical records; and (7) train management employees. In July 2010, Plaintiff Brenda Chaney and the EEOC as amicus curiae obtained a reversal of a summary judgment in favor of an employer in a Title VII case that "pit[ted] a [Black] health-care worker's right to a non-discriminatory workplace against a patient's demand for [W]hite-only health-care providers." In September 2015, BMW Manufacturing Co. settled for $1.6 million and other relief an EEOC lawsuit alleging that the company's criminal background check policy disproportionately affects black logistics workers at a South Carolina plant. In addition to monetary relief, the 18-month consent decree settling the lawsuit provides for training on employee rights under Title VII, and requires the company to maintain records of racial harassment complaints, provide annual reports to the EEOC, and post a notice to employees about the lawsuit that includes the EEOC's contact information. The EEOC's suit also alleged that, about a week after the distributor finally removed the graffiti, a second message appeared, this time stating "KKK I hate N*****s." The EEOC alleged that this second message remained visible for over three months after the employee alerted the EEOC to the situation. No. In addition, the company must submit two written reports to the EEOC regarding any future retaliation complaints and all pertinent information related to potential complaints. In addition to the monetary relief, M. Slavin agreed to submit to 5 years of monitoring by the EEOC; retain an independent EEO coordinator to investigate complaints; conduct one-on-one training for the worst harassers; and provide annual training for all staff. To learn more about your rights under disability discrimination law call the California employment attorneys of the Law Offices of Michael S. Cunningham, LLP at (951) 213-4786. consent decree filed June 28, 2013). 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. EEOC v. Bass Pro Outdoor World LLC, Case No. ACM also subjected the two charging parties to harassment based on sex, national origin and race, and it retaliated against them for opposing the mistreatment-and against one of them based on her association with Black people-by firing them, the commission alleged. In March 2011, a television station settled a race and sex discrimination case filed by the EEOC for $45,000 and additional consideration.
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