eeoc discrimination cases won

She also asserted that her termination was racially motivated. Under the consent decree resolving the EEOC's claims, Hospman also will revise policies regarding race discrimination complaints as set forth in its employee handbook; conduct annual training of its managers and supervisors on the requirements of Title VII; post a notice about the lawsuit for its employees; and report to the EEOC regarding complaints of race discrimination and the company's employment practices. 10, 2014). The evidence showed that a Black female employee reported escalating offensive verbal conduct and gestures by her White male coworker over a period of two months before he physically assaulted her at the Tennessee-based facility; four levels of Whirlpool's management were aware of the escalating harassment; Whirlpool failed to take effective steps to stop the harassment; and the employee suffered devastating permanent mental injuries that will prevent her from working again as a result of the assault and Whirlpool's failure to protect her. In June 2017, the EEOC reversed the Administrative Judge's finding of no discrimination by summary judgment, which the Department of Homeland Security (Agency) adopted, regarding Complainant's claim that the Agency discriminated against her, an African American woman, when it failed to select her for a promotion. Wis. Judgment filed Feb. 25, 2014), aff'dl, EEOC v. Northern Star Hospitality, Inc., 777 F.3d 898 (7th Circ. In December 2010, a company which provides in-home care certified nursing assistants (CNAs) and non-CNAs to seniors in Anne Arundel County and Howard County, Maryland agreed to settle claims alleging that it discriminated based on race in assigning caregivers. Complainant also stated that the Director, who was extensively involved in the selection yet did not testify at the hearing, made several comments that revealed a discriminatory intent. In March 2012, a northern Nevada company agreed to pay $50,000 to a Black driver to settle an EEOC lawsuit alleging racial harassment and retaliation. A noose was displayed in the worksite, derogatory racial language, including references to the Ku Klux Klan, was used by a direct supervisor and manager and that race-based name calling occurred. In April 2010, the EEOC settled its lawsuit against Professional Building Systems for $118,000 and significant non-monetary relief after it had identified at least 12 Black employees who had been subjected to racial harassment there. Because of this finding, the decision found it unnecessary to address the basis of retaliation. Tex. In December 2017, Laquila Group Inc., a Brooklyn-based construction company, paid $625,000 into a class settlement fund and took measures to eliminate race bias and retaliation against black construction laborers. 3. The decree also permanently enjoins race discrimination, racial harassment, and retaliation, and requires the contractor to implement antidiscrimination policies, complaint procedures with multiple avenues for complaining about discrimination, harassment, and retaliation, guidelines for prompt and thorough investigation of each such complaint or report (whether verbal or written), procedures for compiling and maintaining an investigative file, and EEO training for all managers, supervisors, and other employees. Spaeth had worked for the company for approximately 16 years and had consistently received positive performance evaluations from her managers, according to evidence presented at trial. The decree also requires Emmert International to post notices explaining federal laws against workplace discrimination. The EEOC charged that the director's firing followed the termination of other African-American managers at the facility and was part of a company plan to eliminate African-Americans from management. In addition to the monetary relief, the consent decree requires the store chain to post a remedial notice, provide semi-annual training to managers and supervisors on employee and applicant rights under Title VII and employer obligations under Title VII, and report applicant data and any future complaints related to racial discrimination to the EEOC. In September 2019, Lexington Treatment Associates, a Delaware-based limited liability company that owns and operates methadone clinics in North Carolina, paid $110,000 and provided other relief to settle a racial harassment lawsuit brought by the EEOC. In June 2010, a Warren, Mich., automotive supplier paid $190,000 to settle a race discrimination and retaliation lawsuit in which the EEOC alleged that the supplier repeatedly overlooked qualified non-White employees, including a group of Black employees and a Bangladeshi employee, for promotions to the maintenance department. The consent decree requires other equitable relief, including reporting and training. In September 1998, an EEOC AJ properly decided that a Black male hospital director who abused all employees was not insulated from liability for racially harassing an African American female where evidence showed that she was the target of more egregious and public abuse than other employees. 11-cv-08090 (C.D. In December 2010, a cosmetic laboratory settled an EEOC lawsuit charging discrimination based on race, color, national origin, and retaliation against a Black employee for $30,000. The 5-year decree, which applies to Roadway and YRC, Roadway's identity after it merged with Yellow Transportation, includes $10 million in monetary relief, $8.5 million to be paid upon preliminary approval of the decree and the remainder in three subsequent installments due on or before November 1 of 2011, 2012, and 2013. This evidence included a White manager's statement that if the Black recommending official hired the Black aide based on her the strength of her interview and her demonstrated ability to interact and work one-on-one with clients, "people are going to think" nonetheless that she was selected "because she was Black." They also alleged that they were subjected to racial insults and harassment when they complained. In March 2008, a wholesaler book company settled an EEOC lawsuit alleging that it violated Title VII when the owner verbally harassed a White female employee after he learned she had biracial children such as stating that they were "too dark to be hers." Additionally, Diversified must implement a targeted hiring plan that tracks the number and race of applicants, and reason(s) why they are not hired. Ark.Apr. Congress did so by defining "religion" to "include[] all aspects of reli-gious observance and practice, as well as belief, unless an employer demonstrates that he is unable to reasona-bly accommodate to an employee's or prospective em- Evidence indicated that the restaurant had a practice of hiring only White people as bartenders. The Agency was ordered, among other things, to place Complainant into the position or a similar position, with appropriate back pay and benefits, and pay him proven compensatory damages. In March 2012, the EEOC sued a restaurant in Menomonie, Wisconsin because its managers allegedly posted images of a noose, a Klan hood and other racist depictions, including a dollar bill that was defaced with a noose around the neck of a Black-faced George Washington, swastikas, and the image of a man in a Ku Klux Klan hood. Therefore, the Commission found that Complainant established that the Agency's stated reasons for her non-selection were a pretext for race and sex discrimination. Studies of verdicts have shown that about 10% of wrongful termination cases result in a verdict of $1 million or more. The trainee stressed by the harassment and retaliation after reporting the harassment to upper management, took leaves from work and was eventually fired. The settlement agreement resolves an EEOC commissioner's charge filed against the company. 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. The company also agreed to provide annual training for two years for its employees, including managers and human resources employees. Official websites use .gov Equal Employment Opportunity Commission against employers are expected to increase sharply in 2022 as the agency becomes more aggressive, a report released . EEOC v. Catastrophe Mgmt. In March 2020, Baltimore County-based Bay Country Professional Concrete paid $74,000 and furnished significant equitable relief to settle two federal harassment and retaliation lawsuits by the EEOC. J.B. Hunt also reached a private settlement with the alleged discrimination victim, who filed an EEOC charge after being denied a job at J.B. Hunt's San Bernardino, Calif., facility in 2009. Thereafter, the parties agreed to settle the matter. Black employees alleged that the supervisors allowed the behavior to continue unchecked. The restaurant agreed to pay $9.6 million to class members as part of a conciliation agreement. Remedial relief included back pay, benefits including reimbursement of leave, compensatory damages and attorney's fees, posting of a notice, training, and recommended disciplinary action against the responsible management officials. 2015). The Commission found that the agency failed to provide a legitimate, non-discriminatory reason for the non-selection. Ga. dismissal order filed Aug. 11, 2015). In March 2007, EEOC upheld an AJ's finding that complainant was subjected to a hostile work environment on the bases of her race (African American) and sex (female) when management: yelled at complainant; refused to communicate with her on work matters; failed to assist her; interfered with her work; removed her space leasing duties and responsibilities which fundamentally changed the nature of her position; and engaged in an effort to get her off the leasing team. The Black employee allegedly complained to company management, but the harassment continued. or name-calling such as "pencil dick," by his supervisor. The decision noted that the Agency took six months to engage in an internal investigation and issue the coworker a proposed 30-day suspension. Under the terms of the settlement, Nordstrom will pay $292,000, distribute copies of its anti-discrimination policy to its employees, and provide anti-harassment training. In October 2019, Breakthru Beverage Illinois, LLC (BBI), a distributor of alcoholic beverages, agreed to pay $950,000 to resolve an investigation of race and national origin discrimination conducted by the EEOC. In another recent California case, Kourtney Liggins sued the Archdiocese of Los Angeles for wrongful termination related to her pregnancy. This resolution settles claims that the company subjected a class of Black employees to a hostile work environment that included racist graffiti and comments, that included the N-word and "boy." Apr. 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. EEOC v. Holmes & Holmes Indus. The company was accused of discriminating on the basis of race when it hired the son of a selecting official rather than a veteran African American manager, to serve as the company's marketing company president. Under the two-year consent decree, the businesses will revise their anti-racial harassment policies; create an 800-hotline number for employees to report complaints about discrimination, harassment and retaliation; and conduct exit interviews of employees who leave the company. Although this can potentially happen, typically, you may be able to resolve the matter earlier through negotiations directly between your counsel and counsel for your employer or mediation.