4:13-cv-92(SA)(JMV) (N.D. Miss. The agency stated that the selectees were chosen because their skills and qualifications fit the agency's needs. Additionally, managers allegedly imitated what they perceived to be the speech and mannerisms of Black employees, and denied them breaks while allowing breaks to White employees. The decision then determined that the Agency erred finding that it took prompt action. 1-800-669-6820 (TTY) The complaint took too long to investigate and Kristina Garcia . Ex-Medical Co. Worker Can't Revive ADA Suit, 11th Circ. "In the Matter of U.S. For example, in federal court from 1979 to 2006, plaintiffs in non-employment law cases won 51% of the time. 11-cv-134 (M.D. 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. The suit alleged that a Black former night crew lumberman/forklift operator was subjected to a racially hostile work environment because management condoned racial remarks by his supervisors who called him "Black dog," "Black boy," a "worthless [racial epithet]" and told him that the Supreme Court had found Black people to be "inferior.". In September 2013, a Kentucky coal mining company paid $245,000 to 19 total applicants and amend its hiring practices to settle a racial discrimination suit brought by the EEOC. According to the lawsuit, Lesine and Ware allegedly were subjected to unwelcome derogatory racial comments and slurs made by a White coworker, including the repeated use of the "n" word. The EEOC also found that the company retaliated against employees who complained about the harassment or discrimination. In July 2006, EEOC reached a $100,000 settlement in its Title VII lawsuit against a Springfield, Missouri grocery chain alleging that a Black assistant manager was subjected to racially derogatory comments and epithets and was permanently suspended in retaliation for complaining about his store manager's racial harassment of him and the manager's sexual harassment of another worker. Frequently Asked Questions, Commissioner Charges and Directed Investigations, Office of Civil Rights, Diversity and Inclusion, Management Directives & Federal Sector Guidance, Federal Sector Alternative Dispute Resolution, Compliance Manual Section on Race and Color Discrimination, Significant EEOC Race/Color Cases(Covering Private and Federal Sectors), http://www.hhs.gov/ocr/civilrights/activities/agreements/hurley.html, https://www.clearinghouse.net/detail.php?id=8939. N.C. June 2016). The agreement resolves a lawsuit filed by the EEOC in September 2011. 15-11850 (11th Cir. According to the EEOC's complaint, a Black powder coater at the Bishopville plant was repeatedly subjected to racial slurs by two White employees. In addition, former employees alleged that Hispanic workers were routinely exposed to racist graffiti, which the company never addressed. In addition to the monetary relief, the hotel must offer three of those employees their next available housekeeping positions and train any employees involved in the hiring process. Lee complained to the owner, who told Lee to take the doll down if he did not like it. During that time, the EEOC contended, the retailer regularly hired Black entry-level applicants for sales positions, but excluded White applicants who were equally or better qualified. In June 2017, the Seventh Circuit affirmed the district court's grant of summary judgment on the Commission's race segregation claim brought pursuant to 42 U.S.C. In July 2017, the largest producer of farmed shellfish in the United States, paid $160,000 and implemented other relief to settle an EEOC lawsuit. In March 2008, the Commission affirmed the AJ's finding of race (Native American) and national origin (Cherokee Nation) discrimination, where complainant had his life threatened by a client and the agency never took necessary actions to stop the harassment. 1:11-cv-915 (E.D. In September 2005, EEOC obtained a $34,000 default judgment on behalf of a then 19-year old Black former employee of a manufacturing plant in Illinois who alleged that he had been subjected to derogatory remarks and racial epithets, such as "what are you supposed to be, some kind of special nigger?" 2:11-CV-00920CW (D. Ariz. Jan. 7, 2013). The racial harassment included a male shift leader's frequent use of "nigger" and his exhortations that Whites were a superior race. Action No. Hispanic employees also were subjected to comments such as "go back to Mexico." In March 2008, a national restaurant chain entered a consent decree agreeing to pay $30,000 to resolve an EEOC case charging that the company gave African-American food servers inferior and lesser-paying job assignments by denying them assignments of larger parties with greater resulting tips and income, by denying them better paying assignments to banquets at the restaurant, and by failing on some occasions to give them assignments to any customers. 1:17-cv-00070 (E.D . The trainee stressed by the harassment and retaliation after reporting the harassment to upper management, took leaves from work and was eventually fired. Equal Employment Opportunity Commission has asked a Colorado federal judge to alter a judgment, or at least grant a new trial, in its disability discrimination lawsuit against a Denver trucking company, arguing that a jury came to an illogical and unjust verdict. In October 2007, the EEOC resolved a discrimination lawsuit alleging race and age discrimination for $48,000. In February 2005, EEOC settled a retaliation case against Burger King for $65,000, on behalf of a Caucasian manager who was terminated after refusing to comply with a Black customer's preference that a "White boy" not make her sandwich. In August 2015, Target Corp. settled for $2.8 million an EEOC charge that the retailer's former tests for hiring for professional jobs discriminated against applicants based on race, sex and disability. The facility complied with the patient's request by informing Plaintiff "in writing everyday that 'no Black' assistants should enter this resident's room or provide her with care." For Deaf/Hard of Hearing callers: 9, 2012). In March 2012, the U.S. Court of Appeals for the Fifth Circuit ruled that the EEOC presented sufficient evidence that two African American railroad workers were disciplined more harshly for workplace rule violations than comparable White employees to raise a jury issue of race discrimination under Title VII. The Ninth Circuit ruled that the jurors could have reasonably determined that the district manager and regional human resources manager failed to exercise reasonable care to correct promptly "the obscene and harassing behavior" of the store since management did not check the video cameras that were in parts of the store where the rep was assaulted, the investigation was not confidential, certain employees were never interviewed, the harassment was not reported to the corporate office, critical corroborating evidence was lost, and the rep had complained to management "immediately and repeatedly." ) or https:// means youve safely connected to the .gov website. The company also must submit reports to the EEOC demonstrating its compliance with the consent decree. Upon arrival, her employer realized she was Black and her supervisors gave her no direction and very few assignments despite her requests for work. 10-CV-7399 (S.D.N.Y. The lawsuit also said workers were told not to speak Spanish on break, at least one employee lost his job after complaining about the treatment, and the company failed to correct the problems. 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. 10, 2014). According to the EEOC, the employee, who had 30 years of experience in the oil industry, reported the racial harassment to Torqued-Up's management, but instead of putting a stop to it, the company unlawfully retaliated against him. The code words at issue included "chocolate cupcake" for young African American women, "hockey player" for a young White male, "figure skater" for White females, "basketball player" for Black males, and "small hands" for females in general. The company's motion to dismiss argued that the EEOC's complaint should be dismissed because it did not identify the victims of the alleged hiring discrimination. The agency found no discrimination and complainant appealed. Id. EEOC v. J&R Baker Farms LLC, No. The case settled for $75,000 and a raise in her annual salary. In November 2010, a Chicago janitorial services provider agreed to pay $3 million to approximately 550 rejected Black job applicants under a four-year consent decree, settling the EEOC's allegations of race and national origin discrimination in recruitment and hiring. In its lawsuit, the EEOC charged that Dollar General refused on at least three separate occasions to promote a Black employee to a vacant assistant store manager position at its Long Beach, Miss., store because of her race. In addition to requiring a payment of damages, the consent decree settling the suit prohibits the furniture company from further retaliating against employees who complain about discrimination and requires the company to amend its current anti-discrimination policy to conform to EEOC policy and to provide four hours of anti-discrimination training to all Koper employees, including management personnel, on a biannual basis. Additionally, Black workers were terminated because of their race, female workers were subjected to a sex-based hostile work environment, which included male managers making sexual advances and calling them gender-related epithets such as "b-----s.", and all complainants suffered retaliation for reporting the discrimination. In its complaint, the EEOC claimed that Black employees at the Chicago Ridge facility, which closed in 2009, were subjected to multiple incidents of hangman's nooses and racist graffiti, comments, and cartoons. At the end of FY 2020, the EEOC reported 201 cases on its active district court docket, of which 31 (15.4%) were non-systemic multiple victim cases and 59 (29.3%) involved challenges to systemic . 2:09-CV-923 (M.D. In October 2010, defendants, a Spring, Texas, new and used car dealership and its general partner, agreed to pay $160,000 and provide neutral references indicating their eligibility for rehire to a 50-year-old White male used car salesperson (Robinson) and a 50-year-old African American male used car salesperson (Cotton). The decree enjoins the company from racial coding and prohibits race-based caregiver assignments. The EEOC also claimed that four White employees were harassed by their White co-workers because they associated with African-American employees. .ain't worth s--t." In addition to providing monetary relief, the company agreed to conduct employee training on its anti-harassment policy and make the policy available to all employees. In addition to the damages, the station must post an anti-discrimination notice, publicize an anti-discrimination policy, and provide annual race and sex discrimination training to its employees. An EEOC investigation revealed that the company hired no Black dock workers during the period studied and that one high-level manager allegedly said he "didn't want any [B]lacks on the dock." In April 2011, a provider of operational support software and back office services deployed by cable and broadband operators worldwide agreed to pay $60,000 to settle a race and national origin discrimination lawsuit. In October 2007, the Commission decided that a federal agency had improperly dismissed a Black employee's racial harassment complaint for failure to state a claim.