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. Carolina Steel and Stone: (W.D.N.C.) DiMare Ruskin Inc: (M.D. The third Charging Party, Caucasian, was terminated in retaliation for his participation in the EEOC investigation. Defendant, a farm labor contractor and several farms, also retaliated against the workers, some of whom subsequently escaped and sought help. The OIG has jurisdiction to review the programs and personnel of the EEOC. Tiny's Organics LLC: (E.D. MD 410.10 has detailed guidance on how to investigate and resolve internal discrimination complaints. Case settled for $46,779.20 in monetary relief and injunctive relief, i.e. Case settled for $48,000 and injunctive relief. California - November 12, 2021 The Sacramento Fire Department was just given the greenlight to enact a program aimed at diversifying its ranks, a move that follows several current and former firefighters allegedly experiencing racial harassment, sexual harassment, bullying and a hostile work environment. If we aren't successful, we have the authority to file a lawsuit to protect the rights of individuals and the interests of the public. An Equal Employment Opportunity Commission (EEOC) administrative judge may suspend a hearing to allow the parties to settle a case and will accept a settlement to resolve the case at any time before a final decision is reached. resolved 10/23/12 by San Francisco District Office: EEOC alleged that Charging Party, employee of Egyptian national origin, was subjected to a hostile work environment based on national origin and to retaliation. One Charging Party asserts she was regularly referred to by her national origin (Guatemalan) and singled out based on color. Staff is available to take calls from 8:00 am until 5:00 pm, Monday through Friday. Spitzer Management, Inc., and Spitzer Motor City Inc.: (N.D. Ohio) resolved 9/12/2013 by Philadelphia District Office:  EEOC alleged that Charging Parties and similarly situated individuals were subjected to hostile work environment based on their national origin (Nigerian/African, Korean, Yemeni, and Lebanese) and ethnicity. Disabilities: best practices for vulnerabilities associated with the ADA. Physical abilities testing. Wage and hour litigation. Clinical psychological testing for employee selection. Conducting compensation equity analyses. The supervisor called Charging Parties "stupid Mexicans," told them to "go back to Mexico," and all Mexicans who came to the U.S. should be hung. resolved 5/12/07 by Philadelphia District Office: EEOC alleged that Charging Parties, Hispanic dishwashers, were subjected to unwelcome and highly offensive sexual advances, including groping, touching and constant taunts about their sex, race and nation origin by Defendant's managers. To begin the precomplaint process, you must contact the Postal Service Equal Employment Opportunity Office through the online Postal Service EEO efile application at https://efile.usps.com or by writing to: NEEOISO - EEO Contact Center, PO Box 21979, Tampa, FL 33622-1979, within 45 calendar days of the alleged discriminatory action, or in the . W. Va.) filed 9/29/2014 by Philadelphia District Office: EEOC alleges that Charging Party, Polish mine worker, was subjected to taunting and slurs based on his Polish ancestry including "stupid Polack," a "dumb Polack," and displaying offensive graffiti about the Charging Party. The scope of its work is dictated by federal law. Share sensitive This public domain book is an open and compatible implementation of the Uniform System of Citation. Defendant is a stone contracting company who has worked on a variety of high-profile buildings for agencies such as U.S. Department of Transportation, the Newseum and Nigerian and the United Arab Emirates embassies. Defendant also disciplined a charging party in retaliation for having filed an EEOC charge. M.A. Antonella's Restaurant and Pizzeria, Inc.: (S.D.N.Y.) Charging Party, a sales technician, was called "J-p" (although he is of Thai ancestry, not Japanese), subjected to insensitive ageist comments, and then removed from the sales department and demoted to a driver job because of his age and national origin. The Lubrizol Corp. & Noveon, Inc.: (D. EEOC also employs various security technologies to protect the information stored on its systems. After purchasing the apartment complex, Defendant sought to change the racial demographics of the tenants and staff, resulting in Charging Party's termination. Mountaire Farms, Inc., d/b/a/ Mountaire Farms of North Carolina Corp.: (E.D.N.C.) Defendant's supervisor made derogatory slurs such as "monkey," "gorilla," directed statements such as "go back to your cage" and "do you want a banana?" You may visit our office Monday - Friday from 8:30am - 5:00pm. That means that the odds of the EEOC filing suit on your behalf are about one in 1000, or 1% (133/88778=.001). Some of the Charging Parties were also subjected to retaliation. Found inside – Page 2-70The court in EEOC v. ... If the producing party generates the search terms on its own, the inevitable result will be complaints that the search terms were inadequate. For that reason, this Court will require the parties to confer on the ... EEOC and several farms settled case for $2.4 million and extensive injunctive relief. MD 410.10 has detailed guidance on how to investigate and resolve internal discrimination complaints. This chapter concerns complaints involving mixed cases. information only on official, secure websites. 505 Marquette Street, N.W. Equal Employment Opportunity Commission. River Point Farms: (D. Ore.) resolved 5/13/13 by San Francisco District Office: EEOC alleged that a Latina farm worker was subjected to sexual harassment, including but not limited to sexual comments and requests for sexual favors, by her supervisor. The EEOC does not perform random audits of the workplace in search of discrimination. resolved 6/28/11 by San Francisco Regional Office: EEOC alleged that Charging Parties, Hispanic janitorial workers, were discriminated and harassed based on their national origin by supervisor, including removal from permanent positions, and replacement with less senior individuals who were not Latino. External links to other Internet sites should not be construed as an endorsement of the views or privacy policies contained therein. Wal-Mart Stores East, LP: (D. Wash.) filed 9/30/15 by San Francisco District Office:  EEOC alleges that Charging Parties, four Latina seafood harvesters (at least two of whom are of Mixtec origin), were subjected to explicit and graphic commentary about their body parts by their supervisor; spreading rumors about their purported sexual activities; spying on them as they attempted to use portable toilets; engaging in sexual bantering and joking regarding the women with certain male harvesters. If you have a disability which prevents you from accessing the Public Portal or you otherwise have difficulty with accessing the portal, please call 1-800-669-4000. . Secure .gov websites use HTTPS About a year after they filed complaints with the EEOC, the initial group of employees asked the agency for permission to go to court. Despite having a record of satisfactory work performance, the employees were replaced by non-Hmong, non-Hispanic workers. filed 9/24/15 by Houston District Office: EEOC alleges that Defendant, an apartment complex, fired the Charging Party because of her Hispanic national origin (Mexican) and her pregnancy. Defendant, a major supplier of eggs to the Pacific Northwest and Midwest United States as well as East Asia, failed to take action to stop the harassment and discriminatory conduct. DOI's Office of Civil Rights Director at 1849 C Street, N.W., MS-4359, Washington, D.C., 20240. EEOC alleges that American workers were discharged, subjected to different terms and conditions of employment, and provided fewer work opportunities based on their national origin. Tex.) The laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits. al (Mac Farms of Hawaii, LLC (nka MF Nut Co., LLC); Kauai Coffee Company, Inc., (nka McBryde Resources, Inc.), Kelena Farms, Inc. and Captain Cook Coffee Company, Ltd.:  (D. VOLUNTARY COVID-19 VACCINATIONS, THE ADA AND THE GINA. resolved 6/14/2005 by Los Angeles District Office: EEOC alleged that a class of Latino farmworkers, mostly women, were subjected to sexual harassment, including rape, touching, groping, breast grabbing, leering, and derogatory comments. I initiated an unresolved EEOC complaint against a prior employee approximately 4 years ago. Cal.) In either event, the complaint process will be suspended for 90 pending the outcome of the settlement discussions. An official website of the United States government. Jones, Inc.: (N.D. Case settled for $5.8 million in monetary damages to be distributed to 21 female claimants and injunctive relief, i.e. If the individual who filed the complaint does not agree with the agency's decision, he or she can file an appeal with the EEOC. Every complaint must be taken seriously and investigated. If an index search is done of lawsuits and federal criminal charges in the federal jurisdiction where you file a lawsuit---that fact that you were a party to a lawsuit will appear--yes. Cal.) al. This comprehensive text provides clear explanations of the effects of drugs on human performance and the need for workplace drug testing. Case studies of successful programmes are included as well as how different countries test for drugs. : (D.N.M.) Cal.) Found inside – Page 880In a document dated August 4 , 1992 , appellant requested that her EEOC complaint against Mr. Maxwell and the employing ... regarding her complaints against Mr. Maxwell ; that she experienced mental stress due to the search of her ... He later pled guilty to additional similar charges after the jury verdict. Dart Energy Corp., et al., (D. Case settled for $95,000 and injunctive relief. Case settled for $35,000 in monetary damages and injunctive relief. Windmill Farms Nursery, Inc.: (M.D. Found inside – Page 670See , e.g. , EEOC v . ... “ This complaint must therefore be dismissed without ever testing the merits of its deeply serious charges , ” said Ditter . Charges of serious police abuses were recently documented in the case of Hampton v . Case settled for $500,000 in monetary relief and injunctive relief including required training and revision of harassment policies and investigation procedures. Fla.) resolved 9/10/2015 by Miami District Office: EEOC alleged that Charging Parties, female Hispanic farmworkers, were subjected to sexual harassment and rape by a supervisor and his brother. Filing a Complaint with the Equal Employment Opportunity Commission. They were harassed, denied bathroom breaks and training for higher-paying jobs while non-Haitian workers not subjected to similar treatment. Cal.) Phone: (505) 248-5201. Despite complaints to management, Defendants never undertook any corrective action. NSC Chicken LP: (W.D. Case settled for $325,000 in monetary relief and injunctive relief, i.e. Found inside – Page 79However , different procedures are used for processing complaints of federal discrimination . ... The EEOC'S Charge Processing Procedures Federal employees or applicants for employment should see the fact sheet about Federal Sector ... Case settled for $42,500 in monetary relief and injunctive relief. Also, Black and Hispanic employees were given less flexibility in their job assignments, less break time, and less opportunity for light duty assignments when injured. filed 9/30/13 by Los Angeles District Office: EEOC alleges that two Charging Parties of Hmong descent were terminated because of their race (Asian) by Defendant. This settlement is part of a larger $20 million settlement obtained by EEOC, Southern Poverty Law Center (SPLC), ACLU and other private attorneys following a $14 million verdict for 5 Indian guest workers. The EEOC declined to comment. Based on rich interviews with plaintiffs, attorneys, and representatives of defendants and an original national dataset on case outcomes, Rights on Trial reveals the fundamental flaws of workplace discrimination law and offers practical ... Haw.) resolved 12/20/06 by New York District Office: EEOC alleged that a class of Jamaican farm workers were subjected to harassment based on their race (Black) and national origin. EEOC alleges Defendant failed to hire qualified Black and non-Hispanic for entry level production, laborer and operative jobs. 1026 Sumter Street, Suite 101. A customer repeatedly and loudly cursed at an Arab waiter, pushed him and berated him for his French accent and limited English ability. Cal.) Most employers with at least 15 employees are covered by EEOC laws (20 employees in age discrimination cases). Federal Insurance Company d/b/a Chubb & Son: (E.D. Cal.) Case settled for $900,000 and injunctive relief, i.e. 1-844-234-5122 (ASL Video Phone) resolved 12/1/11 by Los Angeles District Office: EEOC alleged that a class of Latina employees was subjected to sexual harassment at Defendant's orchid farms by supervisors, managers and owners. EEOC also alleged that RJB retaliated against two African-American supervisors who refused to fire Hispanic employees as instructed by Defendant's Vice President. Equal Employment Opportunity (EEO) Complaint Processing. The manager refused to write a letter of apology to the customer, so Defendant fired him. constructive discharge. The FBI told defendant there was no evidence indicating a threat, after it concluded a thorough background check and search of the crewmember's belongings. Oglethorpe University: (N.D. Ga.) resolved 3/5/07 by Atlanta District Office: EEOC alleged that Charging Parties, Hispanic housekeeping employees, and other similarly situated workers were required to only speak English while at work under Defendant's English-Only rule. filed 9/29/15 by New York District Office: EEOC alleges that Charging Parties, Hispanic employees, were subjected to a hostile work environment by the restaurant's co-owner on an almost daily basis. ABM Industries Inc., ABM Janitorial Services, Inc., and ABM Janitorial Northern California: (E.D. Case was settled for $630,000 plus injunctive relief. establishment of hotline for reporting complaints, among other things. Your employer cannot retaliate against you for speaking out or for filing a lawsuit because you were discriminated against or harassed in the workplace. Rainbow Restaurant Properties d/b/a Chino Latino Restaurant: (D. Minn.) resolved 9/11/07 by Chicago District Office: EEOC alleged that Charging Parties and a class of Hispanic/Latino kitchen employees were subjected to national origin discrimination and retaliation. 2. Managers prohibited Hispanic employees from speaking Spanish at all times, including during breaks; mimicked Spanish-speaking employees' accents and made disparaging comments about their language/cultural characteristics. resolved 5/14/12 by San Francisco District Office: EEOC alleged that Charging Parties, female farmworkers employed in grape vineyards, were discriminated on the basis of sex when subjected to sexually explicit language and propositions by male crew supervisor. EEO complaints of discrimination are taken seriously at the Department of Transportation. NIBCO Inc.: (E.D. Case settled for $330,000 and injunctive relief such as hiring EEO monitor, should company reopen for business. They along with a class of male co-workers were subjected to retaliation, including termination, after reporting the discriminatory conduct to Defendant. Who We Are San Bernardino County is an Equal Employment Opportunity (EEO) and Americans with Disabilities Act (ADA) compliant employer who is committed to providing. In particular, EEOC alleged a manager regularly touched the women on their buttocks, hips, and backs, forcibly kissed them and made comments about their appearance and body parts. 1-844-234-5122 (ASL Video Phone), Call 1-800-669-4000 The harassment included requested for sexual favors, touching, offensive racial remarks, insults and threats. Et Al. Defendant's managers used stereotypes and negative assumptions based on race when considering Charging Party for a promotion. Don't be caught off guard by pushing it off! EEOC obtained a judgment in amount of $1,321,802.80 for FLSA and EEOC claims. resolved 12/10/12 by Charlotte District Office: EEOC alleged that a class of non-Hispanic temporary workers was discriminated against on the basis of national origin when Defendant's "core group" of temporary workers (primarily Hispanic) were given preference over other "as needed" temporary workers (non-Hispanic). Federal Sector Appellate Decisions. Trans Bay Steel Corp: (C.D. New York City is bound by city, state, and federal equal employment laws. Defendant, one of the largest growers and packers of table grapes in California's Coachella Valley, denied the allegations. The Charging Parties were fired in retaliation for complaining of harassment. Non-white drivers were often treated less favorably with respect to certain terms and conditions of employment, including the types of driving runs they were assigned. Charging Party attempted to report the harassment to upper management, but management never responded to her calls, messages, or office visits. resolved 8/3/12 by San Francisco District Office: EEOC alleged that Charging Parties, Afghani-American salesmen, were subjected to national origin discrimination when they were singled out at a staff meeting and were called "terrorists," threatened with violence, among other things. "Under federal law, possible charges (complaints) made to the EEOC are strictly confidential, and we are prohibited from commenting on them, furnishing any . She was fired despite the fact that her doctor had cleared her to work with no restrictions. A Black transgender former cast member of "Hamilton" has filed a complaint against the hit musical, accusing other . Gonnella Baking Co: (N.D. Ill.) resolved 3/30/10 by Chicago District Office: EEOC alleged that a class of sanitation employees was subjected to verbal harassment based on national origin (Mexican) and race (non-white), by Defendant's manager. The workers were made to pay exorbitant "fees" to the recruiting company which kept them in involuntary servitude. » What happens during an EEOC intake interview? filed 5/27/15 by Chicago District Office: EEOC alleges that Defendant subjected Charging Party to a hostile work environment based on his race and national origin (Filipino). Found inside – Page 192EEOC's General Counsel was recently quoted in National Journal Reports as saying that between 80 and 90 percent of ... the triggering individual complaint, thereby expanding the scope of the EEOC's search and increasing its backlog. If we find that discrimination has occurred, we will try to settle the charge. Frequently Asked Questions Hispanic temporary workers received more work hours than similarly qualified non-Latino temporary workers. Case settled for $30,000 in monetary relief and injunctive relief. resolved 7/1/09 by Los Angeles District Office: EEOC alleged that Charging Parties, Latino janitorial workers, were subjected to disparate treatment and retaliated against because of their national origin. The agency EEO officer leads the investigation on internal complaints. resolved 12/01/14 by Phoenix District Office: EEOC alleged Charging Parties, who are of Hispanic, Native American, and African American descent, were subjected to racial and ethnic slurs by Defendant's area manager and truck supervisor. Swissport Fueling Inc.: (D. Ariz.) resolved 11/25/14 by Phoenix District Office: EEOC alleged that Defendant, an airport fueling company, subjected a class of African workers to harassment because of their race, national origin, and/or color and retaliated against them by altering the terms and conditions of their employment, including changing the leave policy, suspending and terminating one class member and constructively discharging another. Defendant, a property and casualty insurance giant with business worldwide, retaliated against Charging Party after she filed a complaint with EEOC. The Equal Employment Opportunity Commission (EEOC) enforces federal laws that prohibit discrimination. Case settled for $80,000 in monetary relief and injunctive relief. Defendant, a large tomato grower and produce provider with operations in Florida, California and several other states, terminated the employees in retaliation for rejecting the supervisors' sexual advances. RJB Properties, Inc. (RJB): (N.D. Ill.) resolved 5/12/2013 by Chicago District office: EEOC alleged that RJB illegally fired a group of Hispanic janitors because of their national origin and subjected them to harassment (i.e. Case was resolved for $125,000 and injunctive relief. John Pickle Co. Inc.: (N.D. Okla.) resolved 10/16/06 by Dallas District Office: EEOC alleged that a class of 52 steel fabrication workers were recruited from India by the Defendant and made to work in contravention of their visa status for less than minimum wage. Jury verdict was subsequently reduced due to statutory caps. National Food Corp.: (E.D. 131 M Street, NE For Deaf/Hard of Hearing callers: Md.) Cal.) Just because you file an EEOC complaint does not mean that it will end up in court. Management retaliated against charging parties after they complained. Washington, DC 20507 Official websites use .gov Defendants, a national provider of janitorial and maintenance services and subsidiaries, failed to respond to the employee's repeated complaints. Ultimately Charging Party resigned after the work environment at Titan became too hostile to endure. 98-204 and MM Docket No. Swissport also failed to promote a class member based on his race, national origin, and/or color. Additionally, Defendant, air conditioning duct manufacturer, denied Hispanics transfers and promotions to the department, and used a non-job-related English proficiency requirement as a prerequisite for hiring/transfer into the department, while exempting non-Hispanic applicants and employees from the requirement. Fireside West LLC d/b/a Hilton Lisle/Naperville: (N.D. Ill.) resolved 5/5/11 by Chicago District Office: EEOC alleged that Hispanic employees in the hotel's kitchen were subjected to a hostile work environment based on national origin. resolved 10/3/12 by San Francisco District Office: EEOC alleged that Charging Parties, Mexican farmworkers, were subjected to harassment, disparate treatment and retaliation based on their national origin. Despite being put on notice of the harassment, Defendant, a potato wholesaler in the San Luis Valley of southern Colorado, failed to take corrective action. A lock ( After Charging Parties complained, they were subjected to retaliation ultimately resulting in constructive discharge. resolved 8/7/07 by New York District Office: EEOC alleged that a class of Hispanic salespersons was subjected to a pattern or practice of national origin discrimination by maintaining an "English-only" rule. info@eeoc.gov Spud Seller, Inc.: (D. Colo.) resolved 3/15/13 by Phoenix District Office: EEOC alleged that several farmworker women were subjected to sexual harassment by their supervisor including but not limited to sexual comments, requests for sexual favors, and sexual physical gestures. Filing an EEO Complaint The harassment included groping and putting fish hooks in buttocks, rubbing their bodies into the employees when passing by, use of the term "n----r" and "African b-----d."  Case settled for $900,000 in monetary relief and injunctive relief. Wash.) Jury Verdict and Summary Judgment for Defendant (San Francisco District Office): EEOC alleged that Charging Parties and a class of farmworker women were subjected to sexual harassment by the ranch manager and crew leaders of Defendant's apple orchards. "The decision to terminate Ms. Dugan's employment was a blatant act of retaliation," she says in the supplemental complaint she filed today with the Equal Employment Opportunity Commission. resolved 6/4/08 by Los Angeles District Office: EEOC alleged that seven Yemeni, Muslim crewmembers -- all licensed merchant mariners who were either U.S. citizens or permanent residents - were discharged from Defendant's ship based on their national origin and religion. Mass.) Despite complaints, Defendant, a Fortune 500 producer and marketer of specialty chemical products, took no corrective action. Case settled for $299,000 in monetary damages and injunctive relief. Florida Commission on Human Relations, 4075 Esplanade Way Unit 110, Tallahassee, FL, 32399. If the individual who filed the complaint does not agree with the agency's decision, he or she can file an appeal with the EEOC. After he complained about the discrimination, he was further harassed, including being assigned to defective trucks, and repeatedly threatened with firing. External links to other Internet sites should not be construed as an endorsement of the views or privacy policies contained therein. A supervisor witnessed the harassment but did not take any corrective measures. The harassment included mimicking and mocking Arab vocal expressions, ethnic slurs such as "camel jockey," taunting and jeering by supervisor. Case settled for $165,000 in monetary relief and injunctive relief. A second employee was terminated in retaliation for supporting the first employee's claims. Defendant's supervisor commented that it would be a "surprise" to employees that she was Black. For more information or to file a complaint, contact: Shirley Bray-Sledge. Case settled for $414,000 in monetary relief and injunctive relief. Cal.) The workers who filed complaints had claimed that there were no black supervisors at Austal, but the company corrected them, saying eight of 111 were black. EEOC further alleges that several employees were fired in retaliation for complaining about discrimination. Or you can call 1-888-DOT-SAFT ( 1-888-368-7238 ). Case settled for $1.2 million and injunctive relief. Defendant's management officials frequently referred to black drivers by using the "N" word, East Indian drivers as "Taliban" and "camel jockey," and a Latino manager as "spic." The dining room manager, after learning of the incident, asked the customer not to repeat his conduct of the previous night. Autonation USA: (N.D. Ill.) resolved 8/18/07 by Chicago District Office: EEOC alleged that Charging Party, a Turkish Muslim finance manager at a car dealership, was subjected to derogatory comments ("bomb thrower," "camel fucker," "Turkish piece of shit," "turban jockey" and "towel head") because of his national origin, race (non-white) and religion (Muslim). EEOC complaints are handled by the Equal Employment Opportunity Commission (EEOC), the body responsible for investigating discrimination complaints based on religion, race, national origin, color, age, sex, and disability. La.) Equal Employment Opportunity Commission. First, he was a member of a protected group within the meaning of both Title VII and the ADEA as he was allegedly discriminated against on..Defendants respond that the transfer was not retaliatory because it occurred two years after Terry made an EEO complaint in June of 1993 concerni.administrative leave.The district court stated that there was a lapse of over six months between when . The harassment consisted of groping, unwanted touching of breasts and buttocks, repeated propositions, and sexual jokes. Sheffield Financial LLC: (M.D.N.C) resolved 8/21/07 by Charlotte District Office: EEOC alleges that Charging Party, a native of Egypt, was discharged because of his accent after a few hours on the job. Case settled for $201,000 for nine individuals and injunctive relief, including training and development of anti-harassment policies. Hampton Inn: (D. Colo.) resolved 10/2/12 by Phoenix District Office: EEOC alleged that Defendant illegally terminated employees beginning in August 2009 because of their race, Caucasian, and national origin, non-Hispanic.

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