Fiscal Year 2016 Performance Report
On November 18, 2016, the EEOC announced in a press release that during fiscal year 2016, the EEOC secured more than $482 million for victims of discrimination, in private, public, and federal workplaces. In the annual Performance and Accountability Report, the EEOC said that they helped workers obtain relief for their claims in 15,800 cases of discrimination. To learn more about this report, click here.
$260,000 Settlement for Religious Discrimination
One of the largest transportation and logistics companies in the US will have to pay $260,000 in a settlement for charges of race, national origin, and religious discrimination. In the suit, it was claimed that 4 applicants were denied religious accommodation and the denial of hire, due to their refusal to submit to the company’s hair sample drug policy. Failing to provide religious accommodation, and failing to hire a class of individuals due to their race or national origin was found to be a violation of Title VII of the Civil Rights Act of 1964. To read more about this settlement, click here.
EEOC Issues Enforcement Guidance on National Origin Discrimination
On November 21, 2016, the EEOC released an updated enforcement guidance on national origin discrimination, which will be to replace the 2002 compliance manual on the subject. The EEOC also included a few documents which provide user friendly Q & A’s as well as small- business guidance on the major points. To access this enforcement guidance, click here.
$1.5 Million Settlement for Disability Discrimination
An electrical company will be forced to pay over $1.5 million to settle a class disability discrimination lawsuit, brought by the EEOC. The suit alleged that the company violated federal law by refusing hire to applicants and firing employees based on their disabilities or perceived disabilities. Refusing to accommodate employees with a disability is a violation of the Americans with Disabilities Act of 1990 (ADA). To learn more about this case, click here.
EEOC Files Suit Alleging Age Discrimination
A restaurant chain has been charged of engaging in an unlawful practice of intentional age discrimination in its hiring of host and waiting staff. The suit alleges that the restaurant has refused to hire workers who are aged 40 years or older. Additionally, a manager at a restaurant was disciplined and eventually terminated by the upper management staff after failing to comply with the practice. Age discrimination is against the law! To learn more, click here.