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EEOC v. Porous Materials, Inc. According to the EEOC's lawsuit, Prewett and Desoto supervisors and managers subjected African American employees to daily harassment and humiliation because of their race by calling them racially offensive and derogatory names and ased Black employees the more dangerous job duties. Under the two-year consent decree, the businesses will revise their anti-racial harassment policies; create an hotline for employees to report complaints about discrimination, harassment and retaliation; and conduct exit interviews of employees who leave the company. The decree also mandates training of employees rooms the reporting of any future complaints of race harassment to the EEOC.

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EEOC v. Porous Materials, Inc.

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According to the EEOC's lawsuit, Prewett and Desoto supervisors and managers subjected African American employees to daily harassment and humiliation because of their race by calling them racially offensive and derogatory names and ased Black employees the more dangerous job duties. Under the two-year consent decree, the businesses will revise their anti-racial harassment policies; create an hotline for employees to report complaints about discrimination, harassment and pennsylvqnia and conduct exit interviews of employees who leave rooks company.

The decree also mandates training of employees and the reporting of any future complaints of race harassment to the EEOC. Prewett Enterprises, Inc. The Xhats also found that Black and Hispanic employees were disciplined for violating company policies while Caucasian employees who violated the same policies were not disciplined. On these bases, the EEOC found that a class ffreedom individuals were harassed and discriminated against because of their race, Black; their national origin, Hispanic; or their association with a Black or Hispanic employee in violation of Title VII of the Civil Rights Act of The company conducted an internal investigation, trained its employees, and terminated the company official to address the claims filed against it.

Additionally, the EEOC, the NAACP and Falcon Foundry ed a conciliation agreement that requires Falcon Foundry to pay substantial monetary relief to identified victims; hold managers and supervisors able for discrimination in the workplace and provide ongoing training to all pennsylvnaia revise its policies and procedures for dealing with discrimination; and pennsylvznia to the EEOC for the agreement's multi-year term. The complaint alleged that since at least January,Diversified engaged in an ongoing pattern or practice of race discrimination against African-American job applicants in Maryland, Washington D.

The lawsuit also alleged roooms when he complained, the company demoted the Black supervisor, changed his work asments, hours, and conditions and then fired him. The month consent decree ens Diversified from discriminating against or harassing anyone based on race or engaging in retaliation and requires the company to deate an pq monitor to ensure compliance with the consent decree. It also sdx create a policy to prohibit harassment and retaliation and provide training on preventing discrimination, harassment and retaliation.

Nine Black employees and a White co-worker received payments. Although they deny the allegations, the companies also agreed to provide the affected workers with neutral employment references; maintain social media and information policies that prohibit the use ofsoftware, or hardware or any company-owned devices to be used for racially offensive communications or similar misconduct; and maintain procedures that encourage workers to come forward with race bias complaints.

Nabors Indus. Based on its investigation, the EEOC had found reasonable cause to believe that BBI discriminated against Illinois sales employees by offering them and territory asments that, when accepted, resulted in national origin or race discrimination, which violates Title VII of the Civil Right Act of Pursuant to this settlement, BBI will The settlement provides monetary relief to the class identified by the EEOC and ensures the company will take proactive measures to prevent such discrimination from occurring in the future.

In DecemberLaquila Group Inc. In its lawsuit, EEOC alleged that Laquila engaged in systemic discrimination against black employees as a class by subjecting them to racial harassment, including referring to them using the N-word, "gorilla," and similar epithets. The Commission also alleged that the company fired an employee who complained about the harassment.

The consent decree also requires Laquila to set up a hotline for employees to report illegal discrimination, provide anti-discrimination training to its managers, adopt revised anti-discrimination policies and employee complaint procedures and report all worker harassment and retaliation complaints to the EEOC for the month duration of the agreement.

The Laquila Grp. In Novemberafter an extensive five-year, complicated systemic investigation and settlement efforts, the EEOC reached an agreement with Lone Star Community College covering recruitment, hiring and mentoring of African-American and Hispanic applicants and employees. The terms of the agreement were deed to enhance the College's commitment to the recruitment of African-American and Hispanics and to engage in meaningful monitoring of the College's efforts to reach its recruitment and hiring goals.

The agreement included some novel relief, such as: implementation of a new applicant tracking system; establishing an advisory committee focused on the recruitment, development and retention of minority groups; hiring of recruitment firms; developing new interview protocol training; establishing a mentoring program for recently hired minority employees; and updating job descriptions for all college manager positions to require as a job component the diversity of its workforce.

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In its investigation, the EEOC found reasonable cause to believe that personnel at two Ford facilities in the Chicago area, the Chicago Assembly Plant and the Chicago Stamping Plant, had subjected female and African-American employees to sexual and racial harassment. The EEOC also found that the company retaliated against employees who complained about the harassment or discrimination. According to the consent decree, Bass Pro will engage in good faith efforts to increase diversity by reaching out to minority colleges and technical schools, participating in job fairs in communities with large minority populations and post job openings in publications popular among Black and Hispanic communities.

Additionally, every six months for the next 42 months, Bass Pro is to report to the EEOC its hiring rates on a store-by-store basis. Additionally, the restaurant will overhaul its hiring procedures and has agreed to institute practices aimed at meeting hiring targets consistent with the labor market in each of the locations in which it has facilities. The new hiring procedures include implementation of an extensive applicant tracking system that will better enable the EEOC and the company to assess whether the company is meeting the targeted hiring levels.

The restaurant will also provide an annual report to EEOC detailing the company's efforts in complying with the agreement and its objectives over the term of the five-year agreement, including detailed hiring assessments for each facility covered by the agreement.

The chain was charged with refusing to hire African-American applicants and having managers who used racial slurs to refer to African-Americans. The monetary award will be paid to African-American applicants who were denied jobs. Pursuant to a consent decree, the chain also agreed to hiring goals with the aim of having 11 percent of its future workforce be African American.

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Rosebud is also required to recruit African-American applicants as well as train employees and managers about race discrimination. Rosebud Rest. May 30, Paul, Minn. The agency also found that the company discriminated against black and Hispanic employees in the selection of lead positions at the St. Paul facility.

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Sealy of Minn. According to the EEOC's complaint, Crothall used criminal background checks to make hiring decisions without making and keeping required records that disclose the impact criminal history assessments have on persons identifiable by race, sex, or ethnic group, a violation of Title VII of the Civil Rights Act of Crothall Pdnnsylvania. Group, Inc. In Augusta magistrate judge reaffirmed pennnsylvania "African" has long been recognized as an acceptable class entitled to protection under Title VII.

The EEOC alleged that the Defendants, a health care management system and nursing home discriminated against Fresdom employees, specifically employees from Ethiopia and Sudan, when it terminated four personal care providers all on the same day, allegedly for failing to pass a newly instituted written exam. The EEOC brought disparate impact and treatment claims based on race and national origin, and a retaliation claim for a white supervisor who stood up for the African workers and was fired several months before the test was instituted.

Defendants moved for dismissal arguing 1 Africa is not a nation and so cannot serve as pennsylvanai basis of a national origin claim, 2 EEOC failed to allege any shared cultural or linguistic characteristics between the aggrieved individuals so they pnnsylvania not constitute a protected class; and 3 the EEOC's retaliation claim must be dismissed because EEOC failed to allege protected activity or the Defendants had knowledge of the white supervisor's motivations.

The Magistrate Judge recommended that the motion be denied in total. Columbine Health Sys.

Action No. In this case, the Commission alleged that the company engaged in a pattern-or-practice pennsyllvania race discrimination by relying on word-of-mouth hiring which resulted in a predominantly white workforce despite the substantial African-American available workforce in the Newark area. Besides the monetary compensation, the five year consent decree requires FAPS to meet substantial hiring goals for African-Americans; give hiring priority to rejected class px who are interested in working at the company; use recruiting methods deed to increase the African-American applicant pool; and hire an EEO coordinator to ensure compliance with Title VII.

FAPS, Inc.

June 15, In AprilLocal 25 of the Sheet Metal Workers' International Association and its associated apprenticeship school agreed to create a back pay fund for a group of minority sheet metal workers in partial settlement of race discrimination claims against the local union. The trade union, which is responsible for sheet metal journeypersons in northern New Jersey, allegedly discriminated against black and Hispanic journeypersons over a multi-year period in hiring and job asments.

Single women in east freedom, pennsylvania, united states stevens delivered the opinion of the court.

An analysis of hours and wages showed African-American and Hispanic workers received fewer hours of work than their white co-workers during most of this same timeframe. This particular agreement covers from Freexom through December April 2, 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 Sdx and "boy. The consent decree also requires Hillshire to implement anti-racism training and create a mechanism for employees at its existing plants to confidentially report instances of harassment, discrimination and retaliation.

The settlement also requires Hillshire to deate one employee to serve as a point-of-contact for those who feel they've been treated improperly and to punish workers with suspensions and even termination who are found "by reasonable evidence" to have engaged in racial bias or behavior related to it. Hillshire Brands Co. The Hillshire Brands Penmsylvania.

In Octobera eawt judge held that the operators of an Indianapolis Hampton Inn in contempt for failing to comply with five different conditions settling the EEOC's class race discrimination and retaliation lawsuit against the companies. The judge faulted Noble Management LLC and New Indianapolis Hotels for failing to: 1 properly post notices; 2 properly train roos employees; 3 keep employment records; 4 institute a new hiring procedure for housekeeping employees; and 5 reinstate three former housekeeping employees.

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The judge also faulted Noble and New Indianapolis Hotels for comingling of medical records in employee personnel files. The agency also charged that the hotel paid lower wages to Black housekeepers, excluded Black housekeeping applicants on a systemic basis, and failed to maintain records required by law in violation of Title VII. In Septemberthe judge entered a five-year consent decree resolving the EEOC's litigation against the hotel operators.

The court also ened the operators from race discrimination and retaliation in the future. Defendants were also ordered to: 1 provide monthly reporting to the EEOC on compliance with the new hiring procedure, recordkeeping and posting; 2 pay fines for late reporting; 3 allow random inspections by the EEOC subject to a fine, for failure to grant access; 4 pay fines for failure to post, destroying records or failing to distribute employment applications; 5 provide EEOC with any requested employment records within 15 days of a request; 6 cease comingling medical records; and 7 train management employees.

The posting and training provisions of the Decree were also extended by two years. Specifically, the EEOC alleged that after learning the of the criminal background checks around JulyBMW denied plant access to 88 logistics employees, resulting in their termination from the logistics provider and denial of hire by the new logistics services provider for work at BMW. Of those 88 employees, 70 were Black. Some of the logistics employees had been employed at BMW for several years, working for the various logistics services providers utilized by BMW since the opening of the plant in Under the terms of a consent decree ed by Judge Henry M.

Herlong of the U. In addition to the monetary relief, the company will provide each chafs who wishes to return to the facility an opportunity to apply for a logistics position. BMW will also notify other applicants who have ly expressed interest in a logistics position at the facility of their right to apply for work, the decree states. BMW has implemented dex new criminal background check policy and will continue to operate under that policy throughout the three-year term of the decree.

The company is expressly ened from "utilizing the criminal background check guidelines" challenged by the EEOC in its lawsuit, the decree states. The agreement sast imposes on BMW notice-posting, training, record-keeping, reporting and other requirements. BMW Mfg. In AugustTarget Corp. Three assessments sx by Target disproportionately screened out female and racial minority applicants, and a separate psychological assessment was a pre-employment medical examination that violated the Americans with Disabilities Act, the EEOC had charged.

Target also violated Title VII of the Civil Rights Act by failing to maintain the records sufficient to gauge the impact of its hiring procedures. Under the three-year conciliation agreement, reached before any lawsuit was filed, Target has discontinued the use of the tests and made changes to its applicant tracking system, the EEOC said.

About 4, unsuccessful applicants affected by the alleged discriminatory tests now are eligible to file claims for monetary relief. According to a complaint pdnnsylvania by the EEOC the same day as the proposed decree, Patterson-UTI had engaged in patterns or practices of hostile work environment harassment, disparate treatment discrimination and retaliation against Hispanic, Latino, Black, American Indian, Asian, Pacific Islander and other minority workers at its facilities in Colorado and other states.

Under the proposed four-year consent decree, the drilling company also will create a new vice president position to be filled by a "qualified EEO professional" who will facilitate, monitor and report on the company's compliance with certain training, management evaluation, minority outreach, and other remedial measures. According to the Pennsylgania suit, Skanska violated federal law by allowing workers to subject a class of Black employees who were working as buck hoist operators to racial harassment, and by firing them for complaining to Skanska about the misconduct.

Skanska served as the general contractor on the Methodist Le Bonheur Children's Hospital in Memphis, where the incidents in this lawsuit took cbats.

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The class of Black employees worked for C-1, Inc. Construction Company, a minority-owned subcontractor for Skanska. Skanska awarded a subcontract to C-1 to provide buck hoist operations for the construction site and thereafter supervised all C-1 employees while at the work site.