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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 iin company. The decree also mandates training of employees and the reporting of any future complaints of race manns to the EEOC.

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June 15, In Novembera Rockville, Md.

Employees of these racial groups on company rigs regularly heard racist terms and demeaning i about green cards and deportation, the EEOC complaint said. Additionally, nooses were displayed and portable toilets featured racially offensive graffiti with swastikas and "KKK" references at the job sites, EEOC alleged. Ohio Sept.

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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.

BMW has implemented a new criminal background check policy and will continue to operate under that policy throughout the three-year term of the decree. 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 Mwns Stamping Plant, had subjected female and African-American employees to sexual and racial harassment. In a judgment entered Oct.

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Davis Inc. 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 court also ened the operators from race discrimination and retaliation in the future. 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 bc before the test was instituted.

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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Rock-Tenn Services Co. Skanska awarded xhats 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.

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. In pertinent part, the EEOC alleged that Black employees at AFP were subjected to intimidation, ridicule, insults, racially offensive comments and jokes, and cartoons and images that denigrated African-Americans.

According to the EEOC's suit, Black employees were subjected to racial slurs and other racially offensive comments by their White supervisor, at U-Haul's Memphis facility. Sealy of Minn. 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. Finally, the company will provide written reports to the EEOC regarding any race discrimination or racial harassment complaints by employees.

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Lastly, intervening Plaintiff provided direct evidence that the supervisor who fired him did so because of ib race through the supervisor's comment that he could get rid of "that. ACM Servs. The suit further alleged that the company engaged in retaliation by firing one employee when he complained of racial harassment to the company president. Of those 88 employees, 70 were Black. The claims included: 1 awarding Chatx employees less favorable asments both terminals ; 2 asing them more difficult and demanding work both terminals ; 3 enforcing break times swx stringently Chicago Heights ; 4 subjecting their work to heightened scrutiny Chicago Heights ; and 5 disciplining them for minor misconduct both terminals.

The court granted preliminary approval of a proposed consent decree, but it must grant final approval following a fairness hearing before the decree takes effect.

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Additionally, the marketing company president will receive training on race discrimination and on obligations to report race discrimination, racial harassment, and retaliation. Black and Hispanic employees also were allegedly given harder work asments and were more frequently and severely disciplined than their Caucasian co-workers. 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.

Although the company denied liability for the harassment, manw three-year consent decree ens the company from engaging in further retaliation, race discrimination, or racial harassment, including associational bias. 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.

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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. Battaglia Distrib.

The judge also faulted Noble and New Indianapolis Hotels for comingling of medical records in employee personnel files. The four temporary employees said while seeking employment through the company's Memphis area facilities, they witnessed Hispanic applicants getting preferential treatment in hiring and placement. The three-year consent decree also prohibits the company from engaging in future discrimination and retaliation; requires that it implement a policy chwts 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 requires the company to provide periodic reports to the EEOC regarding layoffs and chate of discrimination and retaliation.

Service L. The court, however, determined that Defendant was entitled to pe judgment on the hostile work environment claims brought on behalf of the White employees because injury must be personal and thus a White employee cannot sue for harassment of African-American employees that the White employee happened to see.

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FAPS, Inc. In DecemberChaats Group Inc. 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.

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