eeoc discrimination cases won

Additionally, the lawsuit charged that Hamilton Growers provided lesser job opportunities to American workers by assigning them to pick vegetables in fields which had already been picked by foreign workers, which resulted in Americans earning less pay than their Mexican counterparts. The verdicts included $1.5 million in punitive damages $1.68 million in compensatory damages, and $130,550 in backpay. 8:14-cv-02997 (D. Md. Court. 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. The Commission instead found that summary judgment in favor of Complainant was appropriate. During her work tenure, Washenko made several derogatory comments about Morrocans, Muslims and Middle Easterns, often referring to them as "terrorists" and "crooks." On April 24, 2008, the Black stylist met with her operations manager and salon manager and complained to both supervisors about the assistant manager's offensive remarks. The court of appeals also held that no particular degree or type of advocacy on behalf of individuals of a different race is required to state an associational discrimination claim based on this theory, again, so long as a plaintiff can show that she was discriminated against based on her advocacy on behalf of such individuals. Aside from the monetary relief, the county agreed to establish policies and complaint procedures dealing with discrimination and harassment in the workplace and to provide live EEO training to all managers and supervisors. 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. The consent decree also includes provisions for equal employment opportunity training, reporting, and posting of anti-discrimination notices. 3:10-cv-01960 (N.D. Tex. According to the EEOC, the company has relied exclusively on "word-of-mouth recruitment practices" for field laborer positions, with the intent and effect of restricting the recruitment of Black and female applicants. According to the EEOC's lawsuit, the three African American men endured the store owner's daily use of racial slurs, one employee was slapped by the owner, and racially offensive posters of monkeys were prominently displayed in the workplace to humiliate the Black employees. Although numerous Black employees complained about these conditions, Yellow and YRC failed to act to correct the problems, EEOC alleged. Although the employee complained about the harassment to supervisors and reported the assault to the police, he was fired. In the second lawsuit, the EEOC said that Bay Country subjected a concrete finisher, who is male and African American, to racial and sexual harassment by a foreman and co-workers. The three-year consent decree resolving the litigation contains significant injunctive relief requiring Bahama Breeze to update its EEO policies nationwide, provide anti-discrimination and diversity training to its managers and employees, and provide written reports regarding discrimination complaints. Under Pepsi's former policy, job applicants who had been arrested pending prosecution were not hired for a permanent job even if they had never been convicted of any offense." In December 2019, DSW Shoe Warehouse Inc., a nationwide shoe retailer headquartered in Columbus, Ohio, paid $40,000 and furnished equitable relief throughout the stores in its Midwest Great Lakes Region (including Michigan and Ohio) to resolve a race discrimination lawsuit filed by the EEOC. A lock ( In addition, former employees alleged that Hispanic workers were routinely exposed to racist graffiti, which the company never addressed. 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. River View Coal LLC, a unit of Alliance Resource Partners LP, also will have to regularly report to the EEOC on its hiring practices for two years to escape the suit, which alleged that the company refused to hire a class of African-American applicants for coal mining jobs at its Waverly, Ky., location since 2008. On appeal, the Seventh Circuit unanimously rejected the facility's argument that Indiana's patient-rights law permitted such practice and remanded the case for trial because the "the racial preference policy violates Title VII by creating a hostile work environment and because issues of fact remain over whether race motivated the discharge.". The case was settled through a consent decree, Rowe received $20,000 monetary relief. The chain was charged with refusing to hire African-American applicants and having managers who used racial slurs to refer to African-Americans. Choctaw has also been ordered to maintain records of discrimination complaints, provide annual reports to the EEOC, and post a notice to employees about the lawsuit that includes the EEOC's contact information. According to the EEOC, a parts department manager, who is White, allegedly used the "N-word" to refer to at least two Black employees and made racially derogatory comments and jokes on a near daily basis at the dealership. In severe cases, the EEOC will sue on the employee's behalf; in other cases, the EEOC will issue a right to sue order to the employee. Should Maritime reopen and reactivate its Maryland facilities, it shall be enjoined from creating or maintaining a hostile work environment and inferior economic terms and conditions of employment on the basis of national origin or race. 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 EEOC claimed that former manager who hired her, was suspended and then fired after he refused to comply with the owner's request. In July 2008, the largest independent tire companies in the nation agreed to pay $185,000 and furnish other corrective measures to settle a racial harassment lawsuit. The complaint alleges that AutoZone attempted in 2012 to redistribute the non-Hispanic workers at its auto parts retail location at S. Kedzie Ave and W. 49th Street in Gage Park. [] According to the EEOC's lawsuit, MPW subjected two African-American employees to racial harassment, including hangman's nooses, racial epithets, racist comments and jokes, and an alleged KKK meeting at the worksite. She was also subjected to unequal terms and conditions of employment. In addition to monetary relief, a consent decree enjoins the company from engaging in either sexual or racial harassment or retaliation. In May 2006, EEOC settled a hostile work environment case against a retail furniture store chain for $275,000. In September 2019, a tire, wheels and auto service company, agreed to pay $55,000 and furnish other relief to settle a racial harassment and retaliation lawsuit filed by the EEOC. 7:14-cv-00136 (M.D. 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. For workers, the ruling is a reminder to make certain of the completeness of all filings with the EEOC to avoid potential exhaustion problems. Following a hearing, the AJ found that the Agency failed to articulate a legitimate, nondiscriminatory reason for Complainant's non-selection. Lectric Chandler provided paralegal support at trial. 09 CV 7693 (N.D. Ill. preliminary approval granted June 28, 2012). In April 2011, a long-term care facility located approximately four miles from Little Rock, Ark agreed to pay $22,000 in back pay and compensatory damages to settle an EEOC retaliation case. complaint filed 2006) (nearly $1 million settlement of national origin discrimination case in which 48 Thai welders paid exorbitant recruitment fees to an agency that kept them in involuntary servitude, and had their passports confiscated by employers that forced them to work without pay and threatened them with arrest if they tried to escape their slave-like, squalid conditions). Discrimination cases filed by the U.S. EEOC v. Wells Fargo Financial Michigan, Inc., Case No. case is very strong against midwifery organizations. Fla. Jan. 27, 2017). According to the lawsuit, White employees were harassed because of their association with Black coworkers and family members, including being referred to as "n----r lovers" and "race traitors" by White managers. In December 2014, Swissport Fueling, Inc., which fuels aircraft at Phoenix Sky Harbor Airport, paid $250,000 and furnish other relief to settle a lawsuit for race and national origin harassment filed by the EEOC. In November 2010, a company which transports saltwater from oil wells and has facilities in Quitman, Arizona settled for $75,000 the EEOC's lawsuit alleging that it subjected a Black truck driver and another Black employee at its Quitman location to racial harassment, which included racial jokes and racially derogatory language (e.g., "nigger"); gave them fewer work assignments than White employees because of their race; and further reduced the driver's work assignments because of his complaints about racial discrimination and suspended and discharged him because of his race and his complaints about racial discrimination. After the electrician complained about the harassment, he was terminated. 8:14-cv-1621-T-33TGW (M.D. The comments were sometimes accompanied by demeaning physical contact, such as slapping the employee in the head or shoving him, the EEOC said. In April 2019, a Jacksonville-based licensed sports merchandise company agreed to pay a Black former employee $57,050 in back pay and $265,000 in compensatory damages, a total of $322,050 as part of a consent decree to settle an EEOC lawsuit. Kilgore v. Trussville Develop., LLC, No. Robinson later transferred to a lower-paid sales position to avoid the sales supervisor, but the sales supervisor ultimately transferred to a position in finance where he was responsible for approving paperwork on all sales, and he refused to process any of Robinson's sales transactions, causing Robinson to resign the same month. EEOC alleged that Hughes complained to management many times for more than a year regarding the harassment, and that when Day & Zimmerman finally arranged a meeting in response, it disciplined Hughes less than an hour later, and then fired him that same day, citing a false safety violation as a reason. In addition, the company must also create and post an anti-discrimination policy in the restaurant, train its employees annually on Title VII requirements, and submit written reports regarding any future complaints alleging discrimination to the EEOC. In June 2010, EEOC and an Atlanta home builder settled for $378,500 a suit alleging the company unlawfully discriminated by assigning Black sales employees to neighborhoods based on race, failing to promote African Americans or women to management, and harassing an employee who complained. Real EEOC Cases. In August 2012, a Tampa, Fla.-based environmental services company agreed to settle a race discrimination and harassment case brought by the EEOC and eleven intervening plaintiffs for $2,750,000 and other relief. Female employees were subjected to offensive sexual comments and touching by managers and coworkers; Black employees to racially derogatory language, and directives to wait on customers that White employees refused to serve and to work in the smoking section; and a White employee to racially offensive language because of her association with a Black employee. 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 store manager allegedly told one applicant that the store "does not hire White people.". The harassment continued even after the employee reported the conduct. In March 2014, Olympia Construction, Inc. paid $100,000 jointly to three former employees to resolve a race harassment and retaliation lawsuit filed by the EEOC. 2:15-cv-03812-AB (E.D. The extreme bullying and harassment allegedly included a manager using racial slurs toward his employees, calling foreign workers terrorists, telling immigrants to leave America, and making unwanted sexual advances toward female employees.

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