Recently, a case involving allegations of sexual harassment has been settled. The case involved a woman who worked as an installation coordinator for an air conditioning company at a facility the company has in Kennedale, Texas. Reportedly, the woman was the facility's only female worker.
]]> The U.S. Equal Employment Opportunity Commission (EEOC) claimed that, almost as soon as the woman was hired on at the facility, she was subjected to vulgar sexual comments and inappropriate touching by a manager.According to the EEOC, the woman complained to the air conditioning company about this alleged harassment. The EEOC alleged that, despite these complaints, the company took no actions to address the alleged harassment.
According to the EEOC, the woman ended up having to quit her job as a result of the alleged harassment and the company's alleged failure to properly address it.
The EEOC brought a lawsuit in a federal court in Texas against the air conditioning company in connection to these allegations. As we mentioned above, a settlement was recently reached in regards to this lawsuit. Reportedly, the settlement was reached just a little before the case was to go to trial. As part of the settlement, the company has reportedly agreed to make a monetary payment to the above-mentioned woman and to take steps such as providing sexual harassment training and changing its sexual harassment policies.
Source: U.S. Equal Employment Opportunity Commission, "North Texas Air Conditioning Company Settles EEOC Sexual Harassment Suit Just Before Trial," Feb. 9, 2012
]]>Recently, a case that involved allegations of wrongful discrimination was settled. The case involved a home improvement chain that is based in Wisconsin. The chain has stores throughout the Midwest.
]]> The chain was accused of having subjected minority employees to racial discrimination. The alleged discrimination allegedly involved passing over minority employees for promotions because of their race. It was alleged that some 700 employees of the chain were subjected to this alleged racial discrimination.As we mentioned above, the home improvement chain recently settled this case. According to the CBS Minnesota article which reported this story, as part of this settlement, the home improvement chain has agreed to make a monetary payment and to make changes to its promotion processes. The settlement does not include any admissions of wrongdoing on the part of the home improvement chain.
Workplace racial discrimination like that which was alleged in this recently settled case can cause a great deal of harm to employees. No employee should have to face being denied opportunities to advance at their work because of their race. Thus, one hopes that all employers make sure to not engage in wrongful conduct (such as racial discrimination) when it comes to promotions.
Source: CBS Minnesota, "Employees File Class Action Lawsuit Against Menards," Feb. 7, 2012
]]>Recently, a sex discrimination case has arisen in New York. The case involves a company which sells automotive parts, including tires. The U.S. Equal Employment Opportunity Commission (EEOC) has accused the company of engaging in sex discrimination in hiring.
]]> Specifically, the EEOC alleges that the company refused to hire female applicants for certain jobs, even when the female applicants were highly qualified. The jobs in question reportedly included mechanic, manager, assistant manager and tire installer positions.The EEOC lawsuit asserts that while the company hired approximately 1,300 people for these positions between 2008 and 2010, it did not hire even a single female applicant for these positions in those years. The EEOC claims that this lack of hirings of female applicants for these positions was the result of sex discrimination by the company.
According to a press release on the EEOC's website, the EEOC has brought a lawsuit in a federal court in New York against the company in connection to these allegations. In this lawsuit, the EEOC reportedly is asking for injunctive relief. The lawsuit is also reportedly seeking monetary relief for female applicants who were impacted by the alleged sex discrimination. One wonders what will happen in this case and how it will ultimately be resolved.
Source: U.S. Equal Employment Opportunity Commission, "Mavis Discount Tire Sued by EEOC for Sex Discrimination in Hiring," Jan. 31, 2012
]]>Studies have shown that men who are attractive enjoy advantages in all jobs that they are looking for. However, women do not fare as well. In many professions, attractive women are at a distinct disadvantage. Beauty, it was reported, is considered a detriment during a job application process. This is especially true if the role is traditionally identified as a male role.
]]> A number of lawsuits have been filed in previous years that have confronted this issue. Neither Minnesota nor federal laws specifically ban a bias on appearance. Because of this, in cases when a person files a suit against a company for prejudice based on his or her looks, the alleged discrimination needs to be categorized into one of the protected classes. Protected class characteristics include age, sex, race, religion, and genetic information.For example, a woman sued her former employer after they specifically prohibited the full-figured woman from wearing certain clothes allowed to other female workers. This type of discrimination against a woman's appearance is illegal under the terms of sexual discrimination, not a specifically appearance-based form.
Research has confirmed that discrimination based on a person's appearance is shockingly widespread. Those who would like to avoid such missteps in their employment practices should address the situation openly to avoid confusion. By clearly defining rules that apply to all employees, a business can avoid such litigation.
Source: Forbes, "Appearance-Based Discrimination in the Workplace," Evangeline Gomez, Jan. 31, 2012
]]>One action employees will sometimes take when they are subjected to wrongful discrimination in the workplace is to file a complaint against their employer with the U.S. Equal Employment Opportunity Commission (EEOC). Recently, an article on MPR's website reported on some interesting statistics related to discrimination complaints to the EEOC.
]]> The statistics are from the EEOC and they regard the number of job discrimination complaints that workers submitted to the EEOC's Minneapolis office in the 2011 fiscal year. This office reportedly deals with job discrimination complaints from Minnesota, North Dakota and South Dakota.Reportedly, in the 2011 fiscal year, 1,203 complaints of job discrimination were submitted to the EEOC's Minneapolis office. This reportedly is 46 more job discrimination complaints than this office received in fiscal year 2010.
This overall increase in the number of job discrimination complaints in the Minnesota/North Dakota/South Dakota area appears to have been driven by an increase in job discrimination complaints involving allegations of national origin discrimination. Reportedly, 239 complaints of national origin-based job discrimination were submitted to the EEOC's Minneapolis office in fiscal year 2011. Reportedly, in fiscal year 2010, only 146 such complaints were submitted to this office.
This increase in national origin-based job discrimination complaints in the Minnesota/North Dakota/South Dakota area in 2011 gives rise to an important question: what caused this increase to occur? One wonders what the answer to this question will ultimately turn out to be.
Source: MPR, "EEOC reports job discrimination complaints up in northern Midwest," Madeleine Baran, Jan. 26, 2012
]]>The EEOC claims that a manager at the company physically sexually harassed these female employees in a variety of ways, such as by forcibly kissing the women and touching them inappropriately. The EEOC also alleges that this manager engaged in verbal sexual harassment against the women. According to the EEOC, this alleged harassment created a hostile work environment for the female employees.
]]> The EEOC claims that the commercial laundry services company failed to take proper steps in response to this alleged harassment and engaged in wrongful retaliation against employees who complained about the alleged harassment.According to a press release on the EEOC's website, the EEOC has brought a lawsuit in a federal court in New York against the commercial laundry services company in connection to these allegations. Reportedly, in this lawsuit, the EEOC is asking that the company be ordered to pay monetary damages to the above-mentioned female employees. The lawsuit is also reportedly seeking injunctive relief. One wonders what will ultimately happen in this case.
Sexual harassment in the workplace can cause employees to suffer a great deal of harm. Thus, one hopes that all employers take all proper steps to protect their employees from sexual harassment. No employee should have to face sexual harassment like that alleged in this case at their place of work.
Source: U.S. Equal Employment Opportunity Commission, "EEOC Sues Suffolk Laundry Services for Sexual Harassment of Female Laundry Workers," Jan. 30, 2012
]]>Recently, a settlement was reached in a case that involved allegations of wrongful workplace harassment and wrongful retaliation. The case involved a man who worked as an associate vice provost for information services at a university in Kansas. The man reportedly was a member of the Sikh religion and was born in India.
]]> The man alleged that he was subjected to religious and racial harassment while he was with the university. Specifically, the man claimed that he was the target of racial and religious slurs while he worked for the university.According to the man, he complained to the university about this alleged harassment. The man alleged that the university then terminated him in retaliation for making these complaints.
The man brought a lawsuit in a federal court in Kansas against the university in connection to these allegations. As we mentioned above, the man and the university have recently reached a settlement in regards to this lawsuit. Reportedly, thus far, no details regarding the terms of this settlement have been made public.
No employee should have to be subjected to wrongful harassment in the workplace or face retaliation for complaining about wrongful harassment. Thus, one hopes that all employers make sure to avoid committing conduct like that which was alleged in this recently settled case.
Source: Lawrence Journal-World, "KU, former employee settle discrimination lawsuit," Andy Hyland, Jan. 26, 2012
]]>Recently, a case that involved allegations of racial discrimination was settled. The case involved a marine construction and transportation company from Tennessee. The U.S. Equal Employment Opportunity Commission (EEOC) accused the company of having engaged in racial discrimination in hiring.
]]> The EEOC alleged that a black job applicant who applied for a deckhand position with the company was denied this position by the company because of his race. The EEOC claimed that this was part of a long-running pattern of the company denying black workers deckhand positions with the company. The EEOC further alleged that the company engaged in racial segregation when it came to its workforce.The EEOC brought a lawsuit in a federal court in Tennessee against the company in connection to these allegations. The EEOC and the company recently reached a settlement in regards to this lawsuit. According to a press release on the EEOC's website, as part of this settlement, the company has agreed to make a monetary payment to the above-mentioned job applicant and to take certain actions aimed at preventing wrongful racial discrimination.
One hopes that all employers make sure to avoid committing discrimination like that which was alleged in this recently settled case. Job applicants shouldn't have to face such wrongful and harmful discrimination.
Source: U.S. Equal Employment Opportunity Commission, "Choctaw Transportation Company Settles EEOC Racial Discrimination Suit for $75,000," Jan. 19, 2012
]]>Recently, a case involving allegations of gender discrimination has arisen in Indiana. The case involves a woman who is a professor in the physiology department of a medical school in Indiana. The woman claims that the medical school engaged in wrongful gender discrimination against her in regards to her pay.
]]> Specifically, the woman claims that she is paid significantly less than some male professors in her department who have less experience than her and that this pay disparity is based on her gender. The woman further alleges that she was subjected to mistreatment by the medical school after she complained about this alleged gender discrimination.According to the Indianapolis Business Journal article which reported this story, the woman has brought a gender discrimination lawsuit in a federal court in Indiana against the medical school in connection to the above allegations. One wonders what will happen in this gender discrimination case and how it will ultimately be resolved.
As the allegations in this case underscore, employees can suffer great harm when they are subjected to wrongful gender discrimination. Thus, one hopes that all employers make sure to not commit gender discrimination like that alleged in this case against their employees.
Source: Indianapolis Business Journal, "Professor sues IU medical school for gender discrimination," J.K. Wall, Jan. 24, 2012
]]>Recently, a case involving allegations of workplace sexual harassment was settled. The case involved a woman who worked as a customer services representative for a discount retailer. The woman reportedly worked in a store the discount retailer has in Richmond, Virginia. The U.S. Equal Employment Opportunity Commission (EEOC) alleged that the woman was subjected to sexual harassment during her time at the store.
]]> The EEOC claimed that a manager at the store engaged in sexually harassing conduct towards the woman, such as reducing the woman's hours to try to coerce her into allowing him to come over to her home, propositioning the woman and groping her.According to the EEOC, the woman eventually resigned from her position with the discount retailer.
The EEOC brought a sexual harassment lawsuit in a federal court in Virginia against the discount retailer in connection to these allegations. As we mentioned above, the EEOC and the discount retailer recently reached a settlement in regards to this lawsuit.
According to a press release on the EEOC's website, as part of this settlement, the discount retailer will make a monetary payment. The discount retailer has also reportedly agreed to take steps aimed at protecting its employees from illegal harassment and discrimination, such as providing managers and employees with anti-discrimination training.
Source: U.S. Equal Employment Opportunity Commission, "Family Dollar Stores of Virginia to Pay $45,000 to Settle EEOC Sexual Harassment Lawsuit," Jan. 11, 2012
]]>Recently, a settlement has been reached in a workplace racial discrimination case that arose in Nevada. The case involved a car dealership in Nevada.
]]> The U.S. Equal Employment Opportunity Commission (EEOC) accused the dealership of having subjected two black employees to racial discrimination. The EEOC alleged that the two employees were subjected to stricter rules than non-black employees by a manager of the dealership. The EEOC also claimed that this manager repeatedly made inappropriate racial jokes and comments.The EEOC further alleged that the dealership engaged in wrongful retaliation.
A discrimination lawsuit was brought by the EEOC in a federal court in Nevada against the car dealership in connection to these allegations. As we mentioned above, this lawsuit was recently settled. As part of this settlement, the car dealership reportedly has agreed to make a monetary payment to the two above-mentioned black workers. The dealership has also agreed to take steps such as providing annual anti-discrimination training and hiring an equal employment opportunity consultant.
No employee should have to face racial discrimination like that which was alleged in this recently settled case. Thus, one hopes that all employers will make sure to not discriminate against employees on the basis of race. One also hopes that all employers take proper steps to protect their employees from racial discrimination.
Source: U.S. Equal Employment Opportunity Commission, "Findlay Honda to Pay $150,000 to Resolve EEOC Discrimination Lawsuit," Jan. 17, 2012
]]>The federal Age Discrimination in Employment Act (ADEA) protects workers who are age 40 or older from age discrimination in the workplace. As federal law, the ADEA applies in Minnesota and all other states.
]]> Recently, the U.S. Equal Employment Opportunity Commission (EEOC) has brought a lawsuit in a federal court in New Mexico against a bank, claiming that the bank engaged in conduct which violated the ADEA, as well as Title VII of the Civil Rights Act.The EEOC alleges that the bank terminated two female managers who were over the age of 40 on the basis of their age and sex. The EEOC also claims that the bank disciplined another female employee on the same discriminatory bases.
According to a press release on the EEOC's website, the EEOC's age and sex discrimination lawsuit against the bank is asking for monetary damages for the three women mentioned above. The lawsuit is also reportedly seeking injunctive relief.
Reportedly, the EEOC attempted to reach a settlement with the bank in regards to the above-mentioned allegations of age and sex discrimination prior to filing its lawsuit. After this attempt proved unsuccessful, the EEOC filed the suit.
One wonders what will happen in this age and sex discrimination case and how it will ultimately be resolved.
Source: U.S. Equal Employment Opportunity Commission, "Bank of Albuquerque Discriminated on the Basis of Age and Sex, EEOC Alleges in Lawsuit," Jan. 4, 2012
]]>Recently, a racial discrimination case has arisen in Hawaii. The case involves 10 current and former employees of a military hospital in Hawaii. This group of former and current employees reportedly includes black, Hispanic, Asian and Native American individuals.
]]> These current and former employees have alleged that they were discriminated against on the basis of race during their time with the hospital. According to the employees, this alleged discrimination included being denied training and advancement opportunities and being subjected to offensive racial remarks.According to the NECN article which reported this story, the above-mentioned employees have brought a racial discrimination lawsuit in a federal court in connection to these allegations. Reportedly, the Army and the Department of Defense have been named as defendants in this lawsuit. According to the above-mentioned NECN article, the employees are asking for damages in their lawsuit.
No employee should have to face being harassed at work or being wrongfully denied opportunities at their work because of their race. Such racial discrimination can be extremely harmful to employees. Thus, one hopes that all employers make sure to only engage in proper actions when it comes to the treatment of their employees and to take all reasonable steps to ensure that their employees are not subjected to racial discrimination like that alleged in the above-mentioned case.
Source: NECN, "Discrimination suit against Oahu military hospital," Jan. 4, 2012
]]>Recently, a national origin discrimination case has arisen in Utah. The case involves a moving and storage company. The U.S. Equal Employment Opportunity Commission (EEOC) alleges that Hispanic workers at a warehouse the moving and storage company has in Salt Lake City, Utah were discriminated against on the basis of their national origin.
]]> According to the EEOC, Hispanic employees at the warehouse were subjected to offensive slurs/comments and other discriminatory actions. Allegedly, employee complaints of national origin discrimination were made to the company. The EEOC claims that, after the company received these complaints, the company engaged in wrongful retaliation against some of the employees who made the complaints.The EEOC has brought a national origin discrimination lawsuit in a federal court in Utah against the moving and storage company in connection to these allegations. According to a press release on the EEOC's website, this lawsuit is asking for both monetary and injunctive relief. It will be interesting to see what happens in this national origin discrimination case and how it is ultimately resolved.
As the allegations in this case illustrate, national origin discrimination in the workplace can be very harmful to employees. Consequently, one hopes that all employers will make sure to not subject their employees to national origin discrimination.
Source: U.S. Equal Employment Opportunity Commission, "Mesa Systems Sued by EEOC for National Origin Discrimination," Dec. 23, 2011
]]>Recently, a case involving allegations of wrongful workplace discrimination and harassment has arisen in Texas. The case involves a 57-year-old African-American woman who worked as an assistant manager at a fast food restaurant in Texas.
]]> The woman alleges that, during her time with the restaurant, the manager of the restaurant discriminated against her on the basis of her age and engaged in sexual harassment towards her. Allegedly, the woman made complaints to higher management about this alleged harassment and discrimination. The woman claims that, despite her complaints, no actions were taken to stop the alleged discrimination and harassment.The woman claims she was eventually forced to quit her job as a result of the alleged harassment and discrimination.
The woman has brought a discrimination lawsuit in a federal court in Texas against the company which operates the above-mentioned restaurant in connection to these allegations. In her lawsuit, the woman reportedly is asking for damages.
As the allegations in this age and gender discrimination case underscore, employees can suffer great harm when employers fail to properly address employee complaints of wrongful discrimination or harassment. Thus, one hopes that employers make sure to act properly when they receive discrimination/harassment complaints from employees. No employee should have to face wrongful discrimination or harassment in the workplace.
Source: The Southeast Texas Record, "Fast-food manager files gender, age discrimination lawsuit," Michelle Keahey, Jan. 2, 2012
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