According to the Commission's lawsuit, the hospital allegedly subjected a class of Black female employees to different terms and conditions of employment and segregation in job assignments because of their race. In May 2008, in New Capital Dimensions case the EEOC resolved a race discrimination and retaliation suit against a North Georgia restaurant chain for $135,000. 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 July 2018, a Texas-based oilfield service company operating in Williston, N.D., paid $39,900 to an equipment operator who alleged that he was subjected to a racially hostile work environment because of his race, Asian, and then fired after he complained about it. In March 2009, a manufacturer and distributor of foodservice equipment has offered permanent employment to an African American applicant and furnished other relief to resolve a race discrimination lawsuit alleging that the company refused to hire the Black applicant into a permanent position at its Fayetteville, Tenn., facility because he disclosed a felony conviction on his application - even though the company hired a White applicant a year earlier who made a similar disclosure. . EEOC v. Ready Mix USA LLC, No. 14-13482 (11th Cir. In January 2008, a bakery caf franchise in Florida entered a two-year consent decree that enjoined the company from engaging in racial discrimination or retaliation and required it to pay $101,000 to the claimants. 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 record showed that complainant was not rated as "marginal" and that the Manager who made the decision to terminate complainant conceded that complainant passed all required tests. In January 2017, Gonnella Baking Co. of Chicago, an established bread and rolls manufacturer, agreed to pay $30,000 to settle an EEOC lawsuit alleging racial harassment at the company's Aurora, Ill., facility. As part of a five-year conciliation agreement, J.B. Hunt agreed to review and, if necessary, revise its hiring and selection policies to comply with EEOC's April 2012 enforcement guidance regarding employers' use of arrest and conviction records. Ohio Aug. 5, 2011). Under the two-year consent decree, the company is enjoined from engaging in retaliation, must instate a new policy on retaliation, and provide two hours of Title VII (including retaliation) training to all personnel in Little Rock. In June 2012, Yellow Transportation Inc. and YRC Inc. agreed to settle for $11 million an EEOC suit alleging that the trucking companies permitted the racial harassment of Black employees at a now-closed Chicago Ridge, Ill., facility. In November 2010, a nationwide provider of engineering and janitorial services to commercial clients entered into a 4-year consent decree paying $90,000 in backpay and compensatory damages to settle the EEOC's claim that it discharged a building services engineer at a mall in Bethesda, Maryland in retaliation for complaining of race and sex discrimination. The harassment in this case, in which the EEOC filed an amicus brief in support of the victims, centered on the frequent use of the term "boy" to refer to the Black male employees. Massive $125 Million Verdict Against Walmart In Disability - Forbes consent decree filed June 28, 2013). The EEOC charged that a class of Latino and/or brown-skinned workers was subjected to a barrage of highly offensive and derogatory comments about their national origin and/or skin color since at least 2006. Instead, another employee informed complainant's supervisor about the comment, and the supervisor promptly looked into the matter. The decision awarded complainant a retroactive promotion with back pay, $150,000 in compensatory damages and attorneys fees and costs. 2:10-CV-13517 (E.D. In August 2007, a San Jose body shop agreed to pay $45,000 to settle a sexual and racial harassment lawsuit filed by the EEOC, in which a male auto body technician of Chinese and Italian ancestry was taunted daily by his foreman with sexual comments, racial stereotypes and code words, including calling him "Bruce Lee." PDF No. 22-174 IN THE Supreme Court of the United States 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. The EEOC also charged that their supervising chefs referred to the affected dishwashers as f-----g Haitians, and slaves and reprimanded them for speaking Creole, even amongst themselves, while Hispanic employees were permitted to speak Spanish. In the two-year consent decree, the company states it will avoid engaging in racial discrimination or retaliation and must post a remedial notice and provide Title VII training to all supervisors and managers. Equal Employment Opportunity Commission (EEOC) releases new information on systemic discrimination. 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." The 3-year consent decree, which applies to the company's headquarters in Minnesota and Virginia, enjoins Alliant from further discriminating in hiring based on race and from retaliating against persons who oppose practices made unlawful under Title VII. 15-cv-02901 (D. Minn. consent decree filed Mar. In January 2006, the Commission settled for $200,000 a case against Bally North America filed on behalf of a former manager of its Honolulu store who was harassed and fired due to her Asian race and Chinese national origin. The suit also alleged that at least one of the women was demoted in retaliation for opposing and complaining about unlawful employment practices. Such alleged conduct violates the Americans with Disabilities Act (ADA), which prohibits discrimination based on an employees disability. The abuse lasted for two months and escalated when the co-worker physically assaulted the Black employee and inflicted serious permanent injuries. 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. Additionally, nooses were displayed and portable toilets featured racially offensive graffiti with swastikas and "KKK" references at the job sites, EEOC alleged. Pursuant to the consent decree, the retail chain's store manager and assistant managers must receive training on color discrimination, the chain must keep records on any complaint of color discrimination and all information related to the complaint, and it must submit reports on these matters to the EEOC. In September 2004, an AJ determined that a Black male complainant was subjected to race discrimination when he was not selected for an EEO Specialist (Mediator) position despite having performed the duties of the position in the area in which he applied. The company, however, altered the job's requirements and hired the executive's son who lacked a college degree and had scanty experience compared with the Black manager. 13-cv-6656 (N.D. Ill. decision filed Apr. Spaeths request was a simple one and denying it profoundly altered her life.. According to the EEOC's lawsuit, the companys employees and warehouse manager verbally harassed an African American employee based on his race by calling him racial slurs and making offensive comments about Black people in his presence. is the contrast in races." The dancers who refused to work at Black Diamonds were fined and sent home, and not allowed to work at Danny's. The district court decided that the companies were a single employer. In June 2005, EEOC obtained an $8 million dollar settlement from Ford Motor Co. and a major national union in a class race discrimination lawsuit, alleging that a test had a disproportionately negative impact on African American hourly employees seeking admission to an apprenticeship program. In September 2018, Big 5 store in Oak Harbor, Island County settled a racial harassment and retaliation case for $165,000 and other remedial relief. 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. In June 2015, Dollar General Corporation paid $32,500 and furnish other relief to settle a race discrimination lawsuit filed by the EEOC. Law360 (February 28, 2023, 8:52 PM EST) -- The U.S. In August 2017, the EEOC affirmed an Administrative Judge's finding that the Department of Defense (Agency) had discriminated against Complainant when it did not select him for an Assistant Special Agent in Charge position. In March 2006, the Commission obtained $562,470 in a Title VII lawsuit against the eighth largest automobile retailer in the U.S. EEOC alleged that shortly after a new White employee was transferred to serve as the new General Manager (GM), he engaged in disparate treatment of the Black employee and made racial remarks to him, such as using "BP time" (Black people time) and remarking that he'd fired "a bunch of you people already." In October 2008, a department store chain in Iowa entered a consent decree agreeing to pay $50,000 and to provide other affirmative relief. 1-800-669-6820 (TTY) 2:14-cv-02740 (W.D. The agency was ordered to provide complainant with backpay for the period she was out of work due to the failure to accommodate, and complainant was awarded $2,250 in compensatory damages. The company also must provide equal employment opportunity training for all of its employees and post a remedial notice. The Commission argued in this appeal that the district court erred in dismissing the case because the general manager's repeated references to the plaintiff's race and age, such as "you're the wrong color" and "you're too old" along with plaintiff's supervisor's comment to her, "old white bi" shortly before the general manager and supervisor terminated plaintiff were sufficient to establish a prima facie case and to provide evidence of pretext. The agreement also imposes on BMW notice-posting, training, record-keeping, reporting and other requirements. The company also will report all harassment complaints of race or national origin harassment to the EEOC for the next two years. According to the lawsuit, a class of African American employees had been subjected to race discrimination, racial harassment, and retaliation for complaining about the misconduct. The lawsuit alleged that the manager told one employee she looked as "Black as charcoal" and repeatedly called her "charcoal" until she quit. I am familiar with EEOC cases and have fought and won . But it concluded that a jury would not find the lateral transfer had adversely affected Stuckey's employment since he suffered no reduction in pay, benefits, or responsibilities and it did not "alter his conditions of employment in a detrimental way." 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. 1981a (b) (1). The consent decree also includes provisions for equal employment opportunity training, reporting, and posting of anti-discrimination notices. The lawsuit further charged that the company suspended and then fired all three employees for complaining about the harassment.