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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 and the reporting of any future complaints of race harassment to the EEOC. Prewett Enterprises, Inc.

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April 2, In DecemberLaquila Group Inc. Allegedly, the company disciplined an African-American quality control supervisor for having facial hair and using a cell phone during work, while Caucasian employees were not reprimanded for similar conduct. The four temporary employees said while seeking employment through the company's Memphis area facilities, they witnessed Womeh applicants getting preferential treatment in hiring and placement.

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. AA Foundries Inc.

The EEOC also found that the company retaliated against employees who complained about the harassment or discrimination. The claims included: 1 awarding Black employees less favorable asments both terminals ; 2 asing them more difficult and demanding work both terminals Grabts 3 enforcing break times more stringently Beautifl Heights ; 4 subjecting their work to heightened scrutiny Chicago Heights ; and 5 disciplining them for minor misconduct both terminals. About 4, unsuccessful applicants affected by the alleged discriminatory tests now are eligible to file claims for monetary relief.

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When some employees complained, the supervisor allegedly replied the noose was "no big deal" and that workers who complained were "too sensitive. At summary judgment, the district court denied in part the company's motion, stating that the company ignored both the extreme symbolism of a noose and that a reasonable jury could conclude that the worksite had at least some racial tension given the other nooses, threats, and racial epithets that each African-American employee experienced, and that the noose was intended to intimidate all African-Americans.

Neither complaint has resulted in any action.

The monetary award will be paid to African-American applicants who were denied jobs. 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. Although the company denied liability for the harassment, the three-year consent decree ens the company from engaging in further retaliation, race discrimination, or racial harassment, including associational bias.

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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. The three-year consent decree also prohibits the company from engaging in future discrimination and retaliation; requires Grahts it implement a policy against race discrimination and retaliation, as well as a procedure for handling complaints of race discrimination and retaliation; mandates that the company provide training to employees regarding race discrimination and retaliation; and wantt the company to provide periodic reports to the EEOC regarding layoffs and complaints of discrimination and retaliation.

According to the lawsuit, EEOC alleged from at least to the present, a White foreman repeatedly used racial slurs toward Black workers, that the company ased Black employees to the most difficult, dirty, and least desirable jobs, that the roofing contractor systematically excluded Black employees from promotion opportunities, and that the company retaliated against those who complained.

According to the lawsuit, a class of African American employees had been subjected to race discrimination, racial harassment, and retaliation for complaining about the misconduct. Blacks were termed "ns" and Hispanics termed "ss;" offensive graffiti in the men's restroom, which included racial and ethnic slurs, depictions of lynchings, swastikas, and White supremacist and anti-immigrant statements, was so offensive that several employees would relieve themselves outside the building or go home at lunchtime rather than use the restroom.

The court also ened the operators from race discrimination and retaliation in the future. For example, an area supervisor responded to employee complaints by telling the complainants they could quit or by saying that he was sick of everyone coming to him and that everyone simply needed to do their jobs. In addition to management subjecting the Black supervisor to heightened and unfair scrutiny, the company moved his office to the basement, while White employees holding the same position were moved to higher floors.

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. In Junethe woman filed a formal complaint with Jay Feaster, vice president of community hockey development for the Tampa Bay Lightning, requesting to meet in person, the lawsuit says.

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In Januarythe woman filed Grantw charges with the U. Under the two-year consent decree, U-Haul Company of Tennessee must maintain an anti-discrimination policy prohibiting race discrimination, racial harassment, and retaliation, and provide mandatory training to all employees regarding the policy.

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Defendants moved for dismissal arguing 1 Africa is not a nation and so cannot serve as the basis of a national origin claim, 2 EEOC failed to allege any shared cultural or linguistic characteristics between the aggrieved individuals so they could 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 Beaautiful knowledge of the white supervisor's motivations. Rosebud is also required to recruit African-American applicants as well as train employees and managers about race discrimination.

Ohio Sept. The Magistrate Judge recommended that the motion be denied in total. 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.

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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. The lawsuit alleged that management at the company's Brooklyn facility routinely subjected more than 30 Black and African male loaders and drivers to sexual and racial harassment and retaliated against employees who complained.

The 2-year consent decree also ens race and sex male discrimination under Title VII, as well as retaliation. Nabors Indus. 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. It also must create a policy to prohibit harassment and retaliation and provide training Beautifjl preventing discrimination, harassment and retaliation.

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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. According to the EEOC, the company has relied exclusively on "word-of-mouth recruitment practices" for field laborer positions, with the intent and effect of restricting the recruitment of Black and female applicants. Dart Energy Corp. Every employee shall be notified of the procedure for initiating racial harassment or other bias complaints, including notice of their right to file EEOC charges if the company does not resolve their complaint.

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The woman was subject to increased scrutiny of her work performance, passed over for a promotion and given formal write-ups for behavior common among her coworkers. 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. In its complaint, the EEOC claimed that Black employees at the Chicago Ridge facility, which closed inwere subjected to multiple incidents of hangman's nooses and racist graffiti, comments, and cartoons.

In Baeutiful lawsuit, EEOC alleged that the harassment of African American employees included multiple displays of nooses, the repeated use of the "N-word," and physical threats. The Commission also alleged that the company engaged in retaliation against workers who ed in the complaint.

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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. Of those 88 employees, 70 were Black. EEOC claimed that Yellow and YRC feal subjected Black employees to harsher discipline and closer scrutiny than their White counterparts and gave Black employees more difficult and time-consuming work asments.

In addition to prohibiting race discrimination and retaliation against Black employees at YRC's Chicago Heights facility, the decree also requires YRC to provide all Chicago Heights employees annual training on racial harassment and race discrimination and engage a Work Asment Consultant and a Disciplinary Practice Consultant to assist it in reviewing and revising the company's work asment and disciplinary policies and practices at the Chicago facility.

The EEOC also found that Black and Hispanic employees were disciplined for violating company policies while Caucasian employees who violated the same policies Grant not disciplined. New Koosharem Corp. 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.

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The three-year consent decree also requires the company, which has stores in Arkansas, Missouri, and Mississippi, to train all managers and supervisors on preventing race discrimination and retaliation; create job descriptions for manager and assistant manager positions that outline the qualifications for each position; develop a written promotion policy that will include the procedures by which employees will be notified of promotional opportunities; report assistant manager and manager vacancies, the name and race of all applicants for the position, and the name of the successful candidate; report the names of all African Americans who are either hired or promoted to manager or assistant manager positions; and report any complaints of race discrimination and describe its investigation in response to the complaint.

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.

The use of arrest and conviction records to deny employment can be wanr under Title VII of the Civil Rights Act ofwhen it is not relevant for the job, because it can limit the employment opportunities of applicants or workers based on their race or ethnicity. Lastly, Beuatiful Plaintiff provided direct evidence that the supervisor who fired him did so because of his race through the supervisor's comment that he could get rid of "that.