Becker vote moved to Tuesday
February 08, 2010 by Ross Runkel at LawMemo
After the President re-nominated Craig Becker to be a Member of the National Labor Relations Board, the Senate HELP Committee voted 13-10 along party lines to approve his appointment.
A cloture vote was scheduled for Monday.
But Monday is a snow day in Washington DC, so look for the vote to happen on Tuesday, 5:00 p.m. EST.
The Republicans now have enough votes to block a cloture vote.
Becker vote Monday
February 07, 2010 by Ross Runkel at LawMemo
After the President re-nominated Craig Becker to be a Member of the National Labor Relations Board, the Senate HELP Committee voted 13-10 along party lines to approve his appointment.
A cloture vote is scheduled for Monday.
The Republicans now have enough votes to block a cloture vote.
Smith confirmed as DOL Solicitor
February 07, 2010 by Ross Runkel at LawMemo
The Senate voted 60 to 37 on Thursday to confirm M. Patricia Smith, formerly New York State labor commissioner, to be Solicitor of the US Department of Labor.
$6,200,000 paid in Sears ADA suit
February 07, 2010 by Ross Runkel at LawMemo
EEOC had alleged that Sears maintained an inflexible workers’ compensation leave exhaustion policy and terminated employees instead of providing them with reasonable accommodations for their disabilities, in violation of the ADA.
The case resulted in the largest ADA settlement in a single lawsuit in EEOC history: $6,200,000.
The funds are being paid out to 235 former employees.
EEOC Press release 02/05/2010:
Court Approves $6.2 Million Distribution in EEOC v. Sears Disability Settlement235 Former Employees Terminated at End of Workers’ Compensation Leaves of Absence to Share Settlement Proceeds After Participating in Claims Process
CHICAGO – The U.S. Equal Employment Opportunity Commission (EEOC) today announced court approval of the distribution of a $6,200,000 compensation fund in the landmark Americans With Disabilities Act (ADA) litigation between the EEOC and Sears, Roebuck & Co. The distribution is being carried out pursuant to the terms of a consent decree approved by Federal District Judge Wayne Anderson on September 29, 2009. In its lawsuit against Sears, the EEOC had alleged that Sears maintained an inflexible workers’ compensation leave exhaustion policy and terminated employees instead of providing them with reasonable accommodations for their disabilities, in violation of the ADA. The case resulted in the largest ADA settlement in a single lawsuit in EEOC history.
Under the terms of the decree, the EEOC provided claim forms to certain Sears employees who had been terminated under Sears’ workers’ compensation leave policy. The claimants were asked to report to the EEOC, among other things, the extent of their impairments, their ability to return to work at Sears, and whether Sears had made any attempt to return them to work. Based on these criteria, the EEOC found that 235 individuals were eligible to share in the settlement. The average award was approximately $26,300. More than twenty claimants were found to be ineligible by the EEOC. As with all EEOC litigation, none of the settlement fund will retained by the EEOC; all of it will be distributed.
“It is a satisfying day indeed when victims finally receive compensation for the wrongful discrimination they have endured,” said EEOC Acting Chairman Stuart J. Ishimaru. “The EEOC is pleased and proud that we fought long and hard on this case to protect the rights of workers with disabilities, and that many Sears employees will now benefit from our law enforcement efforts.”
Chicago Regional Attorney John Hendrickson said, “The Sears case has been a long haul, but now it’s over—this is it. The court has enjoined future discrimination by Sears and approved the amount of money each class member will receive for the particular discrimination he or she suffered. Their day for compensation is here, and as far as the EEOC is concerned, that makes it a good day for everyone involved.”
EEOC Trial Attorney Aaron DeCamp noted that, in addition to the disbursement of settlement funds, the EEOC is seeing positive effects from the consent decree. “As a result of the decree, we believe Sears has an improved workers’ compensation leave process, and it has posted notices regarding the decree. We know that employees have been seeing the notices because we’ve been receiving inquiries as a result. So we think it’s pretty clear that our lawsuit genuinely benefited the employees of Sears and strengthened the company’s human resources processes.”
The lawsuit, filed in November 2004, was assigned to Federal District Court Judge Wayne Anderson of the Northern District of Illinois and Magistrate Judge Susan Cox, and is captioned EEOC v. Sears Roebuck & Co., N.D. Ill. No. 04 C 7282. Judge Anderson entered the order approving the monetary distributions on February 4.
The EEOC litigation team included, in addition to Hendrickson and DeCamp, Supervisory Trial Attorney Gregory Gochanour and Trial Attorneys Ethan Cohen, Deborah Hamilton and Laurie Elkin.
The EEOC Chicago District Office is responsible for processing charges of discrimination, administrative enforcement, and the conduct of agency litigation in Illinois, Wisconsin, Minnesota, Iowa, and North and South Dakota, with Area Offices in Milwaukee and Minneapolis.
The EEOC enforces federal laws prohibiting employment discrimination. Further information about the EEOC is available on the agency’s web site at www.eeoc.gov.
$500,000 settles national origin and sex discrimination suits
February 07, 2010 by Ross Runkel at LawMemo
EEOC claimed that a hotel refused to hire non-Chinese banquet servers because of their national origin.
EEOC also claimed that the hotel subjected female employees to a sexually hostile work environment.
The two suits have been settled for $500,000 and a three-year consent decree.
EEOC Press release 02/03/2010:
Landwin Management to Pay $500,000 for National Origin Bias and Sexual HarassmentEEOC Said Hotel Refused to Hire Non-Chinese Banquet Servers and Subjected Women to Verbal Abuse
LOS ANGELES – The U.S. Equal Employment Opportunity Commission (EEOC) today announced the settlement of two lawsuits against Landwin Management, Inc., a San Gabriel, Calif.-based hotel operator, for $500,000 and significant remedial relief in cases alleging national origin discrimination and sexual harassment. Both suits were filed in September 2007 under Title VII of the Civil Rights Act of 1964.
In the first lawsuit (Case No. CV 07-06169 SJO), the EEOC charged that non-Chinese banquet servers were rejected for hire based on their national origin when the San Gabriel Hilton severed its contract and hired Landwin Management to operate the establishment in April 2005. The EEOC said that all the non-Chinese banquet servers who previously worked for the hotel at the time, many of whom were Latino, were not hired back during the turnover and instead replaced with less qualified Chinese workers.
In the second suit (Case No. CV 07-05916 PA), the EEOC alleged that the San Gabriel Hilton subjected female employees to a sexually hostile work environment, including verbal sexual harassment by the housekeeping department supervisor, who referred to the women as “whores” and “prostitutes” in addition to other offensive language. The supervisor also allegedly reprimanded the female employees if they even spoke to men, and Landwin failed to respond to the employees’ complaints of harassment.
In addition to the $500,000 in monetary relief, a three-year consent decree settling the two lawsuits will also ensure that (1) Landwin will implement hiring and recruiting goals for Hispanic employees; (2) Landwin will revise its written policies on discrimination, sexual harassment and recruitment and hiring; (3) employees will receive annual training regarding discrimination, including national origin discrimination and sexual harassment; (4) Landwin will retain an EEO monitor / consultant named by the Commission to assist with recruiting, hiring, training, revision of policies and record-keeping procedures; and (5) the company will provide annual reports to the EEOC regarding its employment practices.
“The days when employers make decisions based on stereotypes and assumptions shaped by the race or national origin of their employees should be far behind us,” said Anna Y. Park, the regional attorney for the EEOC’s Los Angeles District Office. “Further, sexual harassment should no longer be tolerated in any workplace, and employers should never condone or overlook the mistreatment of vulnerable victims, such as monolingual Spanish-speaking women.”
EEOC Los Angeles District Director Olophius Perry added, “Employers must take appropriate corrective action when they receive harassment complaints. We hope that other employers take the lead of the San Gabriel Hilton and take proactive action to ensure EEO compliance. Businesses should take advantage of EEOC trainings that are available to encourage compliance and proactive prevention.”
The EEOC Training Institute provides a wide variety of training to assist employers in educating their managers and employees on the laws enforced by EEOC and how to prevent and correct discrimination in the workplace. More information is available at http://www.eeoc.gov/field/washington/training.cfm.
The EEOC enforces federal laws prohibiting employment discrimination. Further information about the EEOC is available on the agency’s web site at www.eeoc.gov.
$5,760 settles USERRA suit
February 07, 2010 by Ross Runkel at LawMemo
Department of Justice claimed that a company denied a promotion to one of its employees because he was engaged in military service.
A settlement will provide the employee with $5,760 in backpay and interest.
DOJ Press release 02/04/2010:
Justice Department Settles Lawsuit Against MasTec Advanced Technologies to Enforce the Employment Rights of Army Reserve MemberWASHINGTON — The Justice Department announced today that it has reached a settlement in its lawsuit against MasTec Advanced Technologies on behalf of Eugene C. Burress, a U.S. Army Reserve member, alleging that MasTec willfully violated the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA).
The settlement, embodied in a consent decree that must still be approved in the U.S. District Court for the Northern District of West Virginia, calls for MasTec to provide Burress with $5,760 in backpay and interest.
The Justice Department’s complaint, filed in November 2009, alleges that in January 2008, Burress, then a field technician supervisor at MasTec’s Martinsburg, W.Va., office, was called to active duty in the U.S. Army and notified his supervisor of his upcoming military service. His supervisor previously had informed Burress that the site manager position at the office would be vacant soon and offered the position to Burress when it became available. Burress accepted. However, in October 2008, while Burress was engaged in military service, MasTec promoted another MasTec employee to site manager. Burress filed a complaint with the Labor Department’s Veterans’ Employment and Training Service, which investigated and attempted to resolve Burress’s USERRA complaint before referring it to the Justice Department for litigation.
"Members of our military make great sacrifices on behalf of our nation. Upon their return from active duty, they have the right to know they will not be denied a promotion because of their service," said Thomas E. Perez, Assistant Attorney General for Civil Rights.
USERRA prohibits civilian employers from denying servicemembers promotions because of their membership in or obligations to perform service in the U.S. military, and also requires that servicemembers who leave their jobs to serve in the U.S. military be timely reemployed by their civilian employers in the same position, or in a comparable position to the position that they would have held had they not left to serve in the military.
The Civil Rights Division is committed to the vigorous enforcement of servicemembers’ rights under USERRA. Additional information about USERRA can be found on the Justice Department Web site at www.servicemembers.gov and www.justice.gov/crt/emp, as well as on the Labor Department’s website at www.dol.gov/vets/programs/userra/main.htm.
SEIU loses big Kaiser units
February 07, 2010 by Ross Runkel at LawMemo
Health care professionals at Kaiser Permanente facilities throughout Southern California voted to leave the Service Employees International Union (SEIU) and join a new rival, the National Union of Healthcare Workers (NUHW).
Let's just say the votes were not close.
NLRB will conduct more NUHW vs. SEIU elections at USC University Hospital.
NLRB Press release 01/26/2010:
NLRB releases vote count in California Kaiser election(Revised to clarify that no decision has been made regarding future elections*)
LOS ANGELES -- Health care professionals at Kaiser Permanente facilities throughout Southern California voted to leave the Service Employees International Union and join a new rival, the National Union of Healthcare Workers, according to closely-watched election results announced today.
The election covered three bargaining units, including nurses, dieticians, psychiatric counselors and social workers, at the large Kaiser Los Angeles Medical Center and 90 Kaiser facilities in the Southern California region. The counts for the three simultaneous elections are:
Registered nurses (21-RC-21157): NUHW 746, SEIU 36
Health care professionals (21-RC-21117): NUHW 189, SEIU 29
Psych-Social Service chapter (21-RC-21118): NUHW 717, SEIU 192
Elsewhere in California, the NUHW has petitioned the Agency to hold elections at dozens of health care facilities where workers are currently represented by the SEIU. SEIU has filed charges of unlawful conduct against NUHW and investigations of the charges by the NLRB General Counsel have blocked those elections. Those charges are currently under review.*
The National Labor Relations Board is an independent federal agency vested with the power to safeguard employees' rights to organize and to determine whether to have unions as their bargaining representative. The agency also acts to prevent and remedy unfair labor practices committed by private sector employers and unions.###
OFCCP ALJ finds race discrimination by Bank of America
February 07, 2010 by Ross Runkel at LawMemo
An OFCCP ALJ has issued a recommended ruling that Bank of America discriminated against African-American job applicants for entry level positions in Charlotte, NC, in 1993 and from 2002 to 2005.
Next: A hearing to determine what remedies should be provided by the bank.
DOL Press release 02/02/2010:
Following US Labor Department investigation, administrative law judge finds Bank of America discriminated against African-American job applicantsWASHINGTON — A protracted case that started with a U.S. Department of Labor Office of Federal Contract Compliance Programs (OFCCP) investigation has resulted in an administrative law judge's (ALJ) recommended ruling that Bank of America discriminated against African-American job applicants for entry level positions in Charlotte, N.C., in 1993 and from 2002 to 2005.
"The Labor Department is committed to ensuring that all workers — including African-Americans — are treated fairly by federal contractors in decisions concerning hiring, promotion and compensation," said OFCCP Director Patricia A. Shiu. "Further, contractors cannot use litigation as a means to obstruct OFCCP's ability to conduct its authorized investigations and pursue relief for victims of discrimination."
The ruling by ALJ Linda Chapman arises in a case that began in 1993 when OFCCP requested information from NationsBank (the bank's previous name) as part of a compliance review to determine if the bank, as a federal government contractor, treated its employees without discrimination as required by Executive Order 11246. After OFCCP advised the bank in 1995 of its findings of discrimination, the bank challenged — in federal court — OFCCP's authority to conduct the review as a violation of the bank's Fourth Amendment rights. After the challenge failed and Labor Department attorneys filed an administrative complaint, the bank pursued that challenge in the administrative forum. The department's Administrative Review Board ruled in 2003 that if the bank had consented to the review, there was no Fourth Amendment violation. The ALJ subsequently held that the bank had, in fact, consented, and department attorneys were able to address the discrimination claims.
After that hearing, ALJ Chapman held that the bank intentionally discriminated against African-American clerical, administrative and teller applicants at its Charlotte facility. The ALJ also held that the bank's failure to retain records as required by law without justification did not lessen the statistical disparities found by OFCCP's expert. Chapman now will hold a hearing to determine what remedies should be provided by the bank. After the ALJ issues a recommended decision on a remedy, the case will proceed to the department's Administrative Review Board for a final agency decision.
OFCCP enforces Executive Order 11246, Section 503 of the Rehabilitation Act of 1973, and the Vietnam Era Veterans' Readjustment Assistance Act of 1974 (VEVRAA), 38 U.S.C. 4212, that prohibit employment discrimination by federal contractors. The agency monitors federal contractors to ensure that they provide equal employment opportunities without regard to race, gender, color, religion, national origin, disability or veteran status. Information is available at http://www.dol.gov/ofccp/.
$175,000 age discrimination settlement
February 07, 2010 by Ross Runkel at LawMemo
EEOC sued Astea International, claiming it discharged a 47 year old vice president and replaced him with someone 15 years younger.
The parties entered a consent decree proving for payment of $175,000 and other relief.
EEOC Press release 02/02/2010:
Astea International Will Pay $175,000 to Settle EEOC Age Discrimination LawsuitGlobal Software Company Fired 47-Year-Old VP Because of Age, Federal Agency Said
PHILADELPHIA – The U.S. Equal Employment Opportunity Commission (EEOC) announced today that it has filed and resolved an age discrimination lawsuit against Horsham, Pa.-based Astea International, Inc. for $175,000 in monetary relief and significant equitable relief.
According to the EEOC’s lawsuit, Frank Fesnak satisfactorily performed his duties as vice president of strategic alliances but was fired because of his age, 47. The EEOC charged that after Fesnak was assigned to report to a different supervisor, the new supervisor made derogatory comments regarding older workers. Astea, a professional consulting services group, abruptly terminated Fesnak and hired someone 15 years younger to replace him, the EEOC said in its lawsuit, Civil Action No. 10-CV-286, filed in U.S. District Court for the Eastern District of Pennsylvania.
Such alleged conduct violates the Age Discrimination in Employment Act (ADEA). The EEOC filed suit after first attempting to reach a pre-litigation settlement.
In addition to the $175,000 in monetary relief to Fesnak, the two-year consent decree includes: injunctive relief prohibiting Astea from engaging in unlawful age discrimination; anti-discrimination training; and the posting of a notice about the settlement. Astea did not admit liability in the consent decree, which was approved by the court on Jan. 26.
“We are pleased that Astea worked with us so that we could file both the complaint and the consent decree resolving the lawsuit on the same day without the parties engaging in costly litigation,” said Acting Regional Attorney Debra Lawrence of the EEOC’s Philadelphia District Office, which oversees Pennsylvania, Delaware, West Virginia, Maryland, and parts of New Jersey and Ohio. “In addition to providing satisfactory monetary relief, the consent decree contains important equitable relief to prevent future workplace problems, including training of all managers and employees at the corporate headquarters.”
In Fiscal Year 2009, age discrimination charges reached 22,778, the second-highest level ever. In July 2009, the EEOC held a public hearing on age discrimination and barriers to the employment of older workers. Additional information about the hearing can be found on the EEOC’s web site at http://www.eeoc.gov/eeoc/meetings/7-15-09/index.cfm.
According to its web site, Astea International is a global provider of service management software solutions. Further information about the company is available on its web site, www.astea.com.
The EEOC enforces federal laws prohibiting employment discrimination. Further information about the EEOC is available on its web site at www.eeoc.gov.
$62,500 disability discrimination settlement
February 07, 2010 by Ross Runkel at LawMemo
EEOC claimed that a funeral chapel refused to allow an amputee who had successfully worked for the company for a year and nine months to continue working as a secretary once she required the use of a wheelchair.
The suit settled for $62,500 and other relief.
EEOC Press release 02/03/2010:
Attrell’s Funeral Chapels Pays $62,500 to Settle EEOC Disability Discrimination LawsuitAmputee Fired Because of Disability, Federal Agency Charged
SEATTLE – A Newberg, Ore., funeral chapel will pay $62,500 and furnish other relief to settle a disability discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced today.
According to the EEOC’s suit, Attrell’s Newberg Funeral Chapel violated federal law when it refused to allow Barbara Jackson, an amputee who had successfully worked for the company for a year and nine months, to continue working as a secretary once she required the use of a wheelchair. Attrell’s claimed that Jackson could not carry out the duties of the secretarial position if she could not walk, and noted that having an employee in a wheelchair might make their grieving clients feel bad. After Attrell’s fired her, Jackson suffered financial hardship due to difficulties in finding a comparable job, the EEOC said.
Such alleged conduct violates the Americans With Disabilities Act (ADA). The EEOC filed suit (EEOC and Jackson v. S.C.C., Inc., dba Attrell’s Newberg Funeral Chapel; cv-09-1009-HU) after first attempting to reach a pre-litigation settlement. After the EEOC filed the lawsuit on her behalf, Jackson retained private attorney Larry Linder and intervened in the case. Jackson’s charge of discrimination was investigated by EEOC investigator Rick Thomas.
In addition to the monetary settlement, Attrell’s agreed to implement anti-discrimination policies and procedures in its workplace. The company also agreed to provide training on the ADA and reasonable accommodations to all its management and non-management employees its Newberg facility. Attrell’s will also provide periodic reports to EEOC on its compliance with the terms of the consent decree.
“Attrell’s fired Ms. Jackson based on its own stereotypes about what a person who uses a wheelchair can and cannot do,” said A. Luis Lucero, Jr., director of the EEOC’s Seattle Field Office. “Ms. Jackson was not even given the opportunity to demonstrate her abilities to carry out her work functions using a chair. Such stereotyping harms people with disabilities, but it also hurts employers because they lose out on talented and qualified employees.”
EEOC San Francisco Regional Attorney William R. Tamayo said, “Let this be a lesson to other employers: You must engage in the interactive process with employees who request accommodations. Ms. Jackson’s request was reasonable. Allowing her to continue working from her wheelchair would have benefited Ms. Jackson, Attrell’s, and the many clients who benefited from Ms. Jackson’s kind and diligent manner in attending to funeral arrangements. Instead, Ms. Jackson has been unemployed for over a year and has had to endure humiliation.”
The EEOC enforces federal laws prohibiting employment discrimination. The EEOC Seattle Field Office’s jurisdiction includes Alaska, Idaho, Montana, Oregon, and Washington. Further information about the EEOC including its guidance on employees with disabilities is available on its website at http://www.eeoc.gov.
$40,000 age discrimination settlement
February 07, 2010 by Ross Runkel at LawMemo
A clothing store company will pay $40,050 to settle an age discrimination suit brought by the EEOC.
EEOC claimed that the company subjected a co-manager to discriminatory terms and conditions of employment, including disparate discipline, and, ultimately, terminated her because of her age.
EEOCPress release 02/03/2010:
Charming Shoppes / Fashion Bug to Pay $40,000 to Settle EEOC Age Discrimination SuitFederal Agency Charged Company Terminated Employee Because of Age
ATLANTA – Charming Shoppes, Inc., an Atlanta clothing store company, will pay $40,050 to settle an age discrimination lawsuit brought by the U.S. Equal Employment Opportunity Commission (EEOC), the Agency announced today.
In its lawsuit, filed on October 9, 2009, in U.S. District Court for the Northern District of Georgia, Rome Division (Case No.: 4:09-CV-00160-HLM-WEJ), the EEOC had charged that Charming Shoppes, doing business as Fashion Bug, subjected Angela Ray, a co-manager at the Rome, Ga., store, to discriminatory terms and conditions of employment, including disparate discipline and, ultimately, terminated her because of her age.
Charming Shoppes also owns Lane Bryant, Catherine’s, Crosstown Traders and Petite Sophisticate and operates 26 stores in the Atlanta area.
The consent decree settling the suit, in addition to the monetary relief, includes provisions for equal employment opportunity training, reporting, and posting of anti-discrimination notices. In the suit and consent decree, Charming Shoppes denied any liability or wrongdoing.
“We are pleased with the employer’s efforts to quickly resolve this dispute, while taking affirmative steps to remain in compliance with the law in the future,” said Robert Dawkins, regional attorney for the EEOC’s Atlanta office. “Going forward, we believe Charming Shoppes is sincerely committed to avoiding these types of problems.”
The EEOC enforces federal laws prohibiting employment discrimination. Further information about the EEOC is available on its web site at www.eeoc.gov.
Rehire and back pay settles sex discrimination case
February 07, 2010 by Ross Runkel at LawMemo
EEOC claimed that a hotel company fired a banquet manager because of his sex and because he complained that a female co-worker was not disciplined for the same purported infraction.
The company agreed to pay compensation to the employee for losses he sustained, and to rehire him at one of its hotel properties.
EEOC Press release 02/03/2010:
Columbia Sussex Settles EEOC Sex Discrimination and Retaliation SuitBaton Rouge Sheraton Hotel Fired Employee Because of Gender and As Retaliation for Complaining, Federal Agency Said
HOUSTON — Columbia Sussex Corporation, which owns and operates hotel properties across the United States, has agreed to settle a sex discrimination and retaliation suit brought by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced today. The settlement resolves the charge of a former banquet manager, Richard Knight, who claimed that Columbia Sussex fired him from its Sheraton Hotel in Baton Rouge, La., because of his sex, male, and because he complained that a female co-worker was not disciplined for the same purported infraction.
According to the EEOC’s suit, Columbia Sussex terminated Knight because he complained about the general manager’s better treatment of Knight’s female co-worker during a meeting. In that meeting, the general manager ultimately demanded that Knight go into his office without the presence of a human resource representative, but did not force Knight’s female co-worker to proceed without a representative. When Knight asked the general manager whether he was granting privileges to the female manager that he would not grant to Knight, the general manager replied that he could do whatever he wanted and then he immediately terminated Knight. The female manager was not disciplined.
Sex discrimination and retaliation for complaining about it violate Title VII of the Civil Rights Act of 1964. The EEOC filed suit (No. 07-701 in U.S. District Court for the Middle District of Louisiana) after first attempting to reach a pre-litigation settlement.
In settlement of the case, Columbia Sussex agreed to pay compensation to Knight for losses he sustained, and to rehire him at one of its hotel properties. Columbia Sussex entered into a three-year consent decree, agreeing to annual training of personnel regarding sex discrimination and retaliation. Columbia Sussex also agreed not to rehire the official who had terminated Knight.
Knight commented on the settlement, “I am very grateful that the EEOC brought this case on my behalf. I love the hotel industry. My main goal was always to get my job back. I am excited to get back to work with Columbia Sussex in my chosen field.”
Jim Sacher, the EEOC’s regional attorney for the Houston District, which encompasses EEOC litigation in Louisiana, said, “This is a constructive outcome for the EEOC, Mr. Knight and for current and future employees of Columbia Sussex. The EEOC takes all claims of sex discrimination very seriously, including those where the victim is a man. The Commission also closely scrutinizes retaliation claims, because they fundamentally impact our ability to enforce the law, encourage a fair workplace and seek relief for victims.”
According to company information, Columbia Sussex, a privately held corporation, has approximately 70 hotels across the United States, the Caribbean and Canada, operating under brands such as Marriott, Hilton, Westin and Sheraton.
The EEOC enforces federal laws prohibiting employment discrimination. Further information about EEOC is available on its web site at www.eeoc.gov .
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