Blue Ridge Resources: (W.D. $994,000 jury verdict 1/21/05 by San Francisco District Office: Jury found that Charging Party, female farmworker, was subjected to severe and pervasive sexual harassment, including but not limited to rapes, propositions and verbal sexual comments by her supervisor. Case settled for $85,000 and injunctive relief. The alleged harassment included statements from supervisors such as, "I don't know why we don't just kill all them towel heads"; asking Charging Party why he was "dressed like [he was] gonna blow up the World Trade Center"; and derogatory jokes about Arabs. Titan Concrete: (W.D. The Equal Employment Opportunity Complaint Process guidelines are enforced by the U.S. Found inside Page 1406Civil Rights Act of 1964 , his job search and that he was unaware initially Civil Rights Act of 1964 , 701 et seq . as EEOC complaint on October 12 , 1979 where , amended 42 U.S.C.A. $ 2000e et seq.-Id. although he had been They were also subjected to retaliation for complaining of discrimination. U.S. Fla.) filed 9/30/15 by Miami District Office: EEOC alleges that Charging Parties, kitchen employees of Hispanic national origin, were subjected to a hostile work environment by the kitchen manager at Glaser, an organic farm and kitchen. Go Daddy Software, Inc.: (D. Ariz.) $390,000 jury verdict 12/2006 by Phoenix District Office: Jury found Charging Party was retaliated against by Defendant when he was discharged for complaining of national origin (Moroccan) and religious (Islam) discrimination. Defendant retaliated against Charging Parties by terminating their employment. It enforces laws prohibiting discrimination due to race/color, age, sex, disability, gender . resolved 11/25/13 by Charlotte District Office: EEOC alleged that Charging Party was fired in retaliation for his complaints about national origin discrimination. Affirmative Action: Positive steps taken by an employer which contribute toward greater employment opportunities for minorities, females, the elderly, and the disabled. Case settled for $350,000 in monetary relief and injunctive relief. Case settled for $427,000 in monetary relief to seven individuals and injunctive relief including agreement not to hire plant manager, or former general manager both of whom failed to respond to employee complaints. Case settled for $53,750 in monetary relief and injunctive relief. Wisconsin Plastics, Inc.: (E.D. You must file your complaint at the same EEO Office where you received counseling. resolved 12/1/15 by New York District Office:EEOC alleged that Charging Parties, Latina female laundry workers, were discriminated against based on their gender when they were subjected to a sexually hostile work environment and retaliated against after they complained to Defendant's management. Case settled for $500,000 in monetary relief and injunctive relief including required training and revision of harassment policies and investigation procedures. Defendant also retaliated against former and current employees who assisted EEOC in its investigation and lawsuit. 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). Supreme Corp. and Supreme Northwest, LLC: (D. Ore.) resolved 12/31/07 by San Francisco District Office: EEOC alleged that Charging Parties, including cleaners, general laborers, and quality control inspectors of Mexican descent, were harassed, demoted, and discharged because of their national origin. Md.) Cal.) Search for eeoc complaints. 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 Wyo.) Case settled for $250,000 and injunctive relief. Global Horizons, et. The harassment included derogatory comments and slurs such as "nigger," "wetbacks," "spics," racist graffiti in the restroom, and displayed confederate flags on cars and clothing. Case settled for $48,000 and injunctive relief. Albertsons, Inc.: (D. Colo.) resolved 12/14/09 by Phoenix District Office: In three separate cases against Defendant, EEOC alleged that a class of employees were subjected to race, color, and national origin discrimination and retaliation. 131 M Street, NE "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. They were also retaliated against for complaining of the harassment. Case settled for $85,000 and injunctive relief. Also, the supervisor groped one Charging Party, made sexually degrading comments to him and co-workers exposed themselves to Charging Parties. 1-800-669-6820 (TTY) FAX: (804) 371-2814. filed 9/30/13 by San Francisco District Office:EEOC alleges that Charging Party, Mexican sales clerk, was subjected to ethnic and racial slurs by the principal owner. In the midst of the pandemic, legal battles have begun to play out in court over telework requests, particularly as some businesses were anxious to return to normalcy. EEOC also alleged that RJB retaliated against two African-American supervisors who refused to fire Hispanic employees as instructed by Defendant's Vice President. The formal complaint should be filed by you or your representative, using DOI Form DI-1892, and mailed or hand-delivered to: the Bureau/Office EEO Office where the alleged discriminatory incident occurred; or. Equal Employment Opportunity (EEO) Complaint Processing. Find your nearest EEOC office Further, after Titan moved Charging Party out of sales, it hired twounqualified white men into that department, without an application process thatwould have given Charging Party the chance to apply for the positions. Additionally, some workers were confined to cramped apartments without any electricity, water, or gas. Two young men report sexual harassment at New Jersey grocery store, 19-year-old manager accused of harassing 16-year-old employee at Pennsylvania Mexican restaurant, 14-year-old girl complains about sexual harassment and assault by manager at Kansas fast food restaurant, Two claim that Arizona store refused to hire them because they were deaf, Teenage girls claim that manager sexually harassed them at California bagel shop, Three teenage employees report sexual harassment at California golf club, 131 M Street, NE Cal.) 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. In some of those cases, the EEOC found evidence of discrimination and filed a lawsuit to help the young workers correct the situation. Case settled for $46,779.20 in monetary relief and injunctive relief, i.e. Found inside Page 212The section authorizing family members to file EEOC charges on behalf of disabled employees is 2000e-5(b). Search in the EEOC's search box or any search engine for the EEOC guidance document on psychiatric disabilities using the A rich, multifaceted history of affirmative action from the Civil Rights Act of 1866 through today's tumultuous times From acclaimed legal historian, author of a biography of Louis Brandeis ("Remarkable" --Anthony Lewis, The New York Review Mid Valley Labor Services, Inc.: (N.D. Whistleblower Protection for Safety Complaints in Ohio Ohio Employees can make legally protected complaints about unsafe work conditions to their employers and to the Occupational Health and Safety Administration . LockA locked padlock Case settled for $1,933,334 for approximately 78 individuals, including attorney fees and injunctive relief, i.e. For more information or to file a complaint, contact: Shirley Bray-Sledge. Spring Sheet Metal and Roofing: (W.D.N.Y) resolved 9/22/05 by New York District Office: EEOC alleged that Charging Party, a Hispanic/Cuban laborer, was fired by Defendant's foreman because he spoke Spanish in the workplace and was not fluent in English resulting in national origin discrimination. The harassment consisted of comments by site manager such as "hate Puerto Rican," that "Hispanics are so stupid," "Colombians are good for nothing except drugs," and that "damn, f-----g Africans . VOLUNTARY COVID-19 VACCINATIONS, THE ADA AND THE GINA. 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 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 . Charging Party advised his supervisors and the human resources department that the Haitian workers were being treated poorly by Mountaire Farms' supervisors as compared to their non-Haitian coworkers. Md.) The third case was also filed in 2008 andalleged race discrimination on behalf of a single African American employee atthe distribution center who was terminated. Ryan's Pointe, LLC: (S.D. By Wilson Wong and Diana Dasrath. 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. Arrow Electronics: (D. Defendant, an agricultural food processing company that operates a poultry processing facility, denied the allegations. Case settled for $75,000 and injunctive relief. Scully Transportation: (E.D. 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. Equal Employment Opportunity Commission (EEOC). More information about filing a claim with the EEOC can be found at the EEOC Filing a Charge website. ABM Industries: (N.D. 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. Staff is available to take calls from 8:00 am until 5:00 pm, Monday through Friday. Washington, DC 20507 After Charging Party complained of the harassment, Defendant's store manager retaliated by threatening to fire him and placing him on a one-year "coaching period," among other things. EEOC further alleges that company managers witnessed the offensive language and received complaints but failed to take corrective action. In particular, EEOC alleged that a class of Mexican female employees was subjected to a hostile work environment, including attempted rape, being groped, repeatedly propositioned for sex, and subjected to lewd images, by their manager. Wis.) resolved 4/23/11 by Chicago District Office: EEOC alleged Charging Party was denied a promotion because of her race (Asian) and national origin (Hmong). Case settled for $153,000 and injunctive relief. 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. Jury verdict was subsequently reduced to $241,708, due to statutory caps. Virginia Relay Center: press 711. 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 . Defendant, a property and casualty insurance giant with business worldwide, retaliated against Charging Party after she filed a complaint with EEOC. Additionally, workers who complained about the harassment wereretaliated against, including being terminated for opposing the discrimination. The harassment included but was not limited to ethnically derogatory names, ridiculing his accent and sabotaging his work. Farmers Insurance: (E.D. Why it matters. Found inside Page 122The initial step for the staff should be to search regulations.gov for EEOC documents. such as Procedures for Coordinating the Investigation of Complaints or Charges of Employment Discrimination based on Disability Subject to the Ultimately, Charging Party was forced to quit because he feared for his physical safety. Due to the fact the EEOC requires employees to bring charges forward, federal anti-discrimination laws prohibit employers from taking retaliatory measures against an employee for doing so. The EEOC does not perform random audits of the workplace in search of discrimination. Tex.) The EEOC provides leadership and guidance to federal agencies on all aspects of the federal government's equal employment opportunity program. Frequently Asked Questions The Office of Resolution Management (ORM) is responsible for providing equal employment opportunity (EEO) complaint processing services within the Department of Veterans Affairs (VA). 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. NIBCO Inc.: (E.D. EEOC had alleged that Charging Party was denied a sales supervisor position based on his national origin and religion, and discharged in retaliation for complaining of discrimination. Case resolved for $200,000 in monetary relief and injunctive relief. Tex.) EEOC asserts that managers visited the property and "expressed their displeasure over the fact that the property employed so many Hispanics." M.A. It is the policy of the Department of Motor Vehicles (DMV) to ensure a work environment free of all forms of unlawful discrimination, harassment, intimidation, or coercion, and to establish and maintain an effective equal employment opportunity (EEO) program. Case settled for $115,000 in monetary relief and injunctive relief. Tex.) resolved 8/12/11 by New York District Office: EEOC alleged that Charging Party, employee native of Ghana, was subjected to a hostile work environment based on his national origin (Ghana). Beginning the EEO Process in a Timely Manner . Despite repeated complaints, Defendant, a manufacturer of costume makeup, failed to take corrective action. Ultimately, the harassment was so bad that Charging Party was forced to resign his employment, according to EEOC. resolved 1/23/07 by Houston District Office: EEOC alleged that a class of Hispanic employees were not recruited and hired for machine operator positions. Ultimately, Charging Party was forced to quit due to the continuance of the lewd and offensive comments. 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. Ninth Circuit affirmed jury verdict. What happens during an EEOC intake interview? (link sends e-mail) Virginia Employment Commission. 98-204 and MM Docket No. Administrative Judge (AJ): An official assigned by the Equal Employment Opportunity Commission (EEOC) to hold hearings on formal complaints of discrimination and to otherwise process individual or class complaints for the EEOC. Federal law prohibits discrimination based on a person's race, color, sex, national origin, religion age, disability, and previous equal employment opportunity complaint or opposition activity. La.) Case settled for $440,000 in monetary relief and injunctive relief. After the Charging Parties complained and filed their charges, Defendant disciplined, demoted, laid off, or terminated them in retaliation. Cal.) 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. According to EEOC, staff constantly made fun of their accents, ordering them to speak English even when they were already speaking in English. This book presents a current assessment of this rapidly evolving field, offering principles for actions and research and recommendations on key issues in genetic testing and screening. The harassment included comments such as "ass monkeys," "lazy" and "dependent on government," as well as displaying a stuffed monkey with a cord or a rope tied around its neck or making it appear to be hanging. He later pled guilty to additional similar charges after the jury verdict. The EEPC monitors City entities' compliance with these laws to ensure equal employment practices throughout the City.

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