As part of the conciliation agreement, Respondent agreed to pay $25,000 in emotional distress damages and $15,000 in civil penalties. EEOC legal staff resolved 165 merits lawsuits and filed 93 lawsuits alleging discrimination in FY 2020. Rochdale Village, and its managing agent Marion Scott Real Estate, Inc. agreed to engage in Pre-Complaint Intervention to create a reasonable accommodation policy and procedure for its parking lots, distribute the policy to its residents, create a priority parking waiting list for residents with disabilities, and have its management office staff attend an anti-discrimination training. Equal Employment Opportunity Claims. Respondent Zam Realty also agreed to construct a ramp in Complainants current building if renovations occur, amounting to $10,000 per project. The EEOC advances opportunity in the workplace by enforcing the federal laws prohibiting employment discrimination. ICON Realty LLC and its Agent Settle Commission-Initiated Source of Income Discrimination Case for $4,000 in Civil Penalties, Trainings, and PostingsBased on paired testing by the Fair Housing Justice Center, the Commission filed a Commission-initiated complaint against real estate brokers ICON Realty LLC, alleging source of income discrimination. Residential Settles Source of Income Discrimination Complaint for $25,000 in Damages and Penalties, Training, Postings, and 3 Set-Aside ApartmentsA Complainant alleging discrimination based on his attempt to use a housing voucher to apply for an apartment was awarded $16,000 in emotional distress damages from R.E.M residential. She alleged that, while on maternity leave, she was laid off as part of a company-wide staff reduction. The customer informed Respondents of their right to a service animal, but the office refused service and called the police. Obtained a historic $25,142,000 jury verdict on behalf of a 56-year old medical device sales manager who was retaliated against and terminated following his reports of possible violations of the Anti-Kickback Law, Sunshine Act, FDA regulations as well as possible Sarbanes-Oxley . Where you use log-in credentials (usernames, passwords) on our Website, please remember that it is your responsibility to safeguard them. Paul (EEOC v. Stan Koch & Sons Trucking, Inc., Civil Action No. Safeguard Storage Properties, LLC Settles Fair Chance Act Violations for $15,000, Implements Ban the Box Policies NationwideTesting conducted by the Commission revealed that Safeguard Storage Properties, LLC., the operator of self-storage units in six states, advertised positions in New York City that included the unlawful statement in job postings, We conduct background checks. Respondent agreed to pay a $15,000 civil penalty; implement a ban the box policy on a nationwide basis; train all New York City-based managers and employees who make hiring decisions for New York City employees on the NYC Human Rights Law, including the Fair Chance Act; revise its policies to conform with the NYC Human Rights Law; and post the Commissions Fair Chance Act Legal Notices in employee-accessible areas. Mi Casa Realty Settles Source of Income Discrimination Complaint for $25,000 in Damages and Penalties, Training, Policy Changes, and Broker Incentives to Place Voucher HoldersA Complainant alleging discrimination based on her attempt to use a housing voucher to apply for an apartment though Mi Casa Realty. Fordham Fulton Realty, Corp. Agrees To Modifications and Affirmative Relief in Disability Discrimination MatterThe Commission launched an investigation into allegations that Fordham Fulton Realty, Corp. failed to accommodate individuals with disabilities, in violation of the NYC Human Rights Law, by not activating and/or repairing the electronic door of a residential building in the Bronx. The Law Enforcement Bureaus investigation found other unlawful language in Respondents employment application and other advertisements with similar language posted after the filing of the Commissions complaint, amounting to a continuing violation. After the Commissions Law Enforcement Bureau investigation, the parties entered into a conciliation agreement requiring the employer to pay Complainant $50,000 in emotional distress damages, $23,841 in backpay damages, and $10,000 in civil penalties. Westside Market Agrees to Settle Gender and National Origin Harassment Case For $35,000 in Damages and Civil PenaltiesWestside Supermarket 2171 Broadway Ltd., and a manager agreed to settle a case by a former employee alleging harassment based on her gender and national origin. Complainant was repeatedly misgendered upon admission and was provided a patient wristband with the improper gender marker despite requesting their information accurately reflect their gender identity. Respondent GreenPearl settled the pregnancy and caregiver discrimination case, agreeing to pay Complainant $20,000 in emotional distress damages and to have its employees attend anti-discrimination training. Respondent also agreed to attend training on the NYC Human Rights Law and to amend its employment policies as well as post the Commissions Know your Rights and Anti-Sexual Harassment posters in its offices. Maxrem Realty LLC Agrees to Settle Case of Source of Income Discrimination for $20,000 Damages and Penalties, Training, New Policies, and PostingA single mother with a Section 8 voucher alleged that Maxrem Realty LLC failed to process her rental application multiple times for the same apartment because of her lawful source of income -a housing voucher. Most individual employment- discrimination lawsuitsincluding harassment and retaliation claimsdo not make it to trial. WASHINGTON The U.S. The Law Enforcement Bureau reached a determination of probable cause in this matter. Equal Employment Opportunity Commission McDonald Oil Company to Pay $400,000 to Settle EEOC Sexual Harassment Lawsuit, Burger King Franchise to Pay $60,000 to Settle EEOC Sexual Harassment and Retaliation Suit, Orchard Company to Pay $127,500 to Settle EEOC Sexual Harassment Lawsuit, Proctor Financial to Pay $67,000 to Settle EEOC Retaliation Suit and Avoid Trial, Jerrys Chevrolet and Jerrys Motor Cars will Pay $62,500 to Settle EEOC Equal Pay and Retaliation Suit, Circle K to Pay $8 Million to Resolve EEOC Disability, Pregnancy, and Retaliation Charges, Outwest Express and American One Source Agree to Pay $90,000 to Resolve Sex Discrimination and Retaliation Charge, Skilskin to Pay $100,000 to Settle EEOC Race Discrimination and Retaliation Case, Lone Star Ambulance to Pay $90,000 to Settle EEOC Sexual Harassment and Retaliation Case, Plains and Copperhead Pipeline Companies Reach Settlement with EEOC for $1.75 Million, Ring Power Settles EEOC Race Discrimination Case, Huntington Ingalls and NSC Technologies Settle EEOC Sexual Harassment and Retaliation Suit for $350,000, Applebees to Pay $100,000 to Settle EEOC Lawsuit Over Sexual Orientation and Race Discrimination, Retaliation for Complaining, HVAC Contractor to Pay $361,000 to Settle EEOC Sexual Harassment Lawsuit, Boise Recruiter to Pay $125,000 to Settle EEOC Disability Discrimination and Retaliation Lawsuit, Baumann Farms to Pay Over $180,000 to Settle EEOC Sexual Harassment, Retaliation and National Origin Discrimination Lawsuit, EEOC v. Activision Blizzard Claims Process is Open, Giertsen to Pay $140,000 to Settle EEOC Race Harassment and Retaliation Lawsuit, Konos Agrees to Pay $175,000 to Settle EEOC Sexual Harassment and Retaliation Case, Software People, Inc. Settles EEOC Retaliation Lawsuit, Court Approves EEOCs $18 Million Settlement with Activision Blizzard, TrueBlue and PeopleReady to Pay $125,000 to Settle EEOC Disability Discrimination and Retaliation Suit, Hyde Bellagio to Pay $1 Million to Settle EEOC Sex Harassment and Retaliation Charge, AEON Global Health to Pay $56,000 to Settle EEOC Race and Sex Harassment and Retaliation Suit. Respondents initially offered Complainant the apartment, even providing her with a key to her new home, but later withdrew the offer and took back the apartment key after finding out that Complainant's voucher did not include incentives like a signing bonus, upfront rent payment, or a broker fee. The Shubert Organization Agrees to Settle Theatergoers Race Discrimination Complaint for $10,000 and Affirmative Relief, Including Implicit Bias and De-Escalation TrainingThe Shubert Organization agreed to settle a case filed by a Black theatergoer alleging that security profiled him for ticket checks because of his race and called the police after Complainant objected and the parties engaged in a verbal altercation. According to the EEOCs lawsuit, Koch refused to rehire a former employee because she had filed an EEOC charge against Koch alleging that a strength test used by the company to screen truck drivers discriminates against women. While retaliation claims carry a higher risk of both liability and punitive damages, neither the facts nor these factors appear to explain the $25 million punitive damages award to Toussaint. After a finding of probable cause by the Commissions Law Enforcement Bureau, Apex Technical School agreed to pay $15,000 in emotional distress damages to Complainant and $10,000 in civil penalties. Respondents will also be required to attend training on the NYC Human Rights Law, revise its housing and employee policies to comply with the NYC Human Rights Law, post the Commissions Notice of Rights and Know Your Rights posters, as well as two years of monitoring by the Commission. The Commission initiated an investigation and determined that the Respondents building was not accessible to tenants or visitors who used wheelchairs or mobility devices. If you choose to use our Website and Services to communicate directly with a company or individual, such communication may be shared accordingly. The Board then allegedly sent the Complainant a Notice to Cure to remove the ESA when she declined to provide the information. Praxis Housing Initiatives Pays $26,335 in Damages, Agrees to Postings, Policy Changes, and TrainingAfter investigation, the Commissions Law Enforcement Bureau found probable cause that Respondent Praxis Housing Initiatives refused to hire Complainant as a peer educator because of two prior convictions, despite his past experience in similar roles. whistleblower protection laws. RUMC agreed to provide its existing language access training to RUMCs emergency medical technicians (EMTs) and paramedics, post the Commissions Notice of Rights in all New York City locations, and pay $10,000 in emotional distress damages to Complainant. Comply with our legal and regulatory responsibilities and to enforce our rights. Written by EEOC staff, this article ran in the summer 2015 issue of The Federal Manager. Equal Employment Opportunity Commission. 1. Asserting these EEO rights is called "protected activity," and it can take many forms. dpa/picture alliance via Getty Images. For example, depending on the facts, it could be retaliation if an employer acts because of the employee's EEO activity to: For more information, see Questions and Answers: Enforcement Guidance on Retaliation and Related Issues.
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