Under the settlement agreement, MCPS will pay $4,450 in back pay to each of the two charging parties and be subject to a monitoring period of one year. Under the terms of the settlement agreement, MCA Transportation will pay a $660 civil penalty, undergo training by OSC, and be subject to a reporting period of three years. In this lawsuit, filed January 2019 in a Georgia federal . 1324b(a)(1)(B) and (a)(6). The settlement also requires Randstad to train its South Plainfield employees on the requirements of the INAs anti-discrimination provision and be subject to departmental monitoring and reporting requirements. On January 23, 2014, the Justice Department issued a press release announcing it reached a settlement agreement with SD Staffing LLC (SD Staffing), aka Atwork Personnel Services Inc., a company based in Methuen, Mass., resolving claims that the staffing company engaged in citizenship status discrimination in violation of the Immigration and Nationality Act (INA). 1324b(a)(1)(B). Potter Concrete, Inc. (Unfair Documentary Practices) April 2014. The Office of the Sheriff had already addressed an identified victim's back pay claims through an earlier agreement based on a private lawsuit. On November 10, 2020, the Division signed a settlement agreement with Fleetlogix, Inc. (Fleetlogix) resolving claims that the company routinely asked the non-U.S. citizens it hired in Phoenix to provide documents issued by the Department of Homeland Security, such as I-94s with refugee/asylee annotations, or Permanent Resident Cards, to prove their employment eligibility. Under the terms of the settlement agreement, 1st Class Staffing is required to pay the charging party back pay in the amount of $720, pay the United States civil penalties in the amount of $17,600, review and revise its employment eligibility verification policies and practices, ensure that all its staff participate in Division-sponsored internet-based training, and be subject to monitoring for one year. On May 17, 2021, the Division signed a settlement agreement with Aerojet Rocketdyne, Inc. (Aerojet), a to resolve a charge-based investigation into whether the company engaged in citizenship or immigration status discrimination in violation of 8 U.S.C. Under the settlement agreement, the company will pay $40,600 to the United States, and conduct enhanced U.S. worker recruitment and advertising for future positions. Under the terms of the settlement, Setpoint will pay $17,475 in civil penalties to the United States, participate in Division-provided training on the anti-discrimination provision of the Immigration and Nationality Act (INA), review and revise its hiring policies, and be subject to Division monitoring and reporting. Under the Immigration and Nationality Act and the E-Verify program rules, employers cannot discriminate in their use of E-Verify based on citizenship or immigration status. On April 9, 2013, the Department of Justice issued a press release announcing it reached a settlement agreement with Milestone Management, LLC, to resolve allegations that the company improperly required lawful permanent residents to produce unexpired resident alien cards when their documents expired, despite their presentation of proper documentation upon their hiring, but did not require U.S. citizens to present unexpired documents. Under the agreement, DB will pay $7,700 in civil penalties to the United States, be trained on its employment eligibility verification policies and procedures, and be subject to monitoring of its employment eligibility verification practices for one year. The company reinstated the suspended employee and paid him lost wages at the start of OSCs investigation. This difference in treatment violates 8 U.S.C. Neither of these citizenship status requirements were required to comply with Oregon law and thus the investigation found that the City of Eugene violated the INA's anti-discrimination provision. On December 9, 2015, an OSC attorney gave a webinar presentation to the two co-owners pursuant to a court Order. pay $2,500 in civil penalties to the United States, train its relevant human resources officials on avoiding discrimination in the employment eligibility verification process, and be subject to Division monitoring and reporting requirements for two years. The agreement requires CFAI to pay $321,000 in civil penalties to the United States, train its employees on the requirements of 8 U.S.C. Macys (Citizenship Status, Unfair Documentary Practices) June 2010. Under the agreement, Paramount Staffing will pay $21,100 in civil penalties to the United States, be subject to a monitoring period of eighteen months, and designated company staff will receive training by the Office of Special Counsel to learn about employers' responsibilities under the anti-discrimination provision of the Immigration and Nationality Act (INA). On June 22, 2016, the Division issued a press release announcing it reached a settlement agreement with Macys, resolving violations of 8 U.S.C. Abbott Baby Formula. Universal life insurance allows customers to buy policies at a relatively low cost, although the exact premium is . On April 1, 2019, IER signed a settlement agreement with the Housing Authority of Victoria, Texas (Housing Authority), resolving a charge-based investigation. On June 20, 2016, the Division issued a press release announcing it reached agreements with 121 podiatry residency programs (Category 1, Category 2, Genesys Regional Medical Center and Northwest Medical Center) and the American Association of Colleges of Podiatric Medicine (AACPM) to resolve claims that they discriminated against work-authorized non-U.S. citizens by creating and publishing discriminatory postings for podiatry residents through AACPMs online podiatry residency application and matching service. Crookham Company is also required to pay a civil penalty of $200,000, and be subject to department monitoring. On October 20, 2015, the Justice Department issued a press release announcing it reached a settlement agreement with Nevada Yellow Cab Corporation, Nevada Checker Cab Corporation, and Nevada Star Cab Corporation three Las Vegas, Nevada, taxicab companies that collectively operate under the umbrella company Yellow Checker Star Transportation Company (YCS). SMSC will also pay the worker whose discrimination complaint prompted the investigation $7,907.81 in back pay. Under the settlement agreement, Taiyo will pay a civil penalty to the United States, provide $10,400.00 (gross) in back pay and interest to the worker, post notices informing workers about their rights under 8 U.S.C. The Division's investigation, which was based on a referral from the Department of Homeland Security (DHS), established that the employer engaged in a pattern or practice of requiring non-citizens to produce DHS-issued List A documents in addition to non-DHS issued List B and C documents to establish identity and work authority in violation of the anti-discrimination provision of the INA. Pursuant to the settlement agreement, SOS Employment Group will pay back pay in the amount of $9,157.50 to the charging party and $1,200 in civil penalties to the U.S. and receive training on the anti-discrimination provision. As part of the settlement, Gap will pay $73,263 in civil penalties, provide back wages to an asylee and a lawful permanent resident who lost work, train thousands of its employees nationwide, ensure that its electronic programs are compliant with applicable rules, and be subject to monitoring and reporting requirements for three years. On May 8, 2015, the Justice Department issued a press release announcing it reached a settlement agreement with The Data Entry Company, a federal government contractor, resolving a claim that the Respondent discriminated against the Charging Party when it refused to consider her application for a contract position with DHS because of her dual citizenship. The case was litigated heavily before the parties agreed to settle the claims for $37.5 million. The settlement agreement requires the Company to, among other things, pay $14,430 in civil penalties, pay $11,177.60 in back pay to the charging party, train relevant human resources personnel on avoiding discrimination in the employment eligibility verification process, and be subject to Division monitoring and reporting. The Divisions investigation concluded that Themesoft, Inc. refused to consider an asylee for employment because of his citizenship status. Technology Hub, Inc. (Citizenship Status) July 2022. Under the settlement, Accountemps will continue to refer the charging party for positions for which she is qualified, pay a $2,500 civil penalty, train its staff on the anti-discrimination provision of the INA, and be subject to a one-year monitoring period. In doing so, Secureapp deterred protected individuals (including U.S. citizens and nationals, lawful permanent residents, refugees, and asylees) from applying to the 12 advertisements. Under the agreement, Adecco is required to, among other things, pay a civil penalty of $ 67,778 to the United States, train relevant personnel on avoiding discrimination, ensure that their Form I-9/E-Verify software complies with federal requirements, and be subject to Division monitoring and reporting. On October 5, 2020, the Division signed a settlement agreement with WinCraft, Inc. resolving claims that WinCraft routinely required lawful permanent residents to provide their Permanent Resident Cards (sometimes known as green cards) to prove their work authorization at both the initial hire and re-verification stages, both in violation of the Immigration and Nationality Acts anti-discrimination provisions, 8 U.S.C. The company also agreed to training and monitoring requirements for a period of 18 months. Under the terms of the settlement, Masterson Staffing will pay a civil penalty of $250,000 to the United States, and make $100,000 available for a back pay fund to compensate victims of Masterson Staffings alleged discriminatory practices. Home Care Giver Services, Inc. (National Origin) December 2011. The individual, who was employment-authorized as an applicant for permanent residence, was unable to work following the rejection of her EAD. The lawsuit alleges that Facebook routinely refused to recruit, consider, or hire U.S. workers for positions that it reserved for temporary visa holders in connection with the permanent labor certification process (PERM). On Thursday, Dec. 19, a Georgia federal judge awarded $77.5 million to the attorneys representing the class of consumers against Equifax. Commercial Cleaning Systems (Unfair Documentary Practices) June 2014. 1324b(a)(6). IERs investigation showed that one of the companys recruiters, without prior notice to senior company officials, had placed a facially discriminatory job posting on Dice.com, for a Java Junior Developer (ONLY OPTs who can work on W2). During the course of IERs investigation, however, the company took a number of unilateral steps like additional staff training and changes in its job posting approval process to protect against future violations of the INAs anti-discrimination provision. Equal Employment Opportunity Commission (EEOC), the federal agency announced today. On February 25, 2019, IER reached a settlement with CFA Institute (CFAI), to resolve a reasonable cause finding that the company violated the Immigration and Nationality Acts anti-discrimination provision by preferring to hire as exam graders CFAI members with H-1B or similar high-skill temporary visas over its U.S. worker members, based on citizenship status. June 9, 2021 - Security Info Watch . Powerstaffing, Inc. (Unfair Documentary Practices) June 2016. Ross Stores, Inc. (Unfair Documentary Practices) March 2012. 1324b(a)(1)(B). Most of the advertisements restricted job opportunities to U.S. citizens, or U.S. citizens and lawful permanent residents. On December 12, 2018, IER signed a settlement agreement with Afni Inc. resolving a workers charge against one of the companys Tucson, Arizona locations. The agreement requires R.E.E. The lead plaintiff alleged that he had overpaid by $3,000 for his $100,000 life insurance policy. NetJets Services, Inc. (Citizenship Status) May 2016. As part of the settlement agreement, the district will pay $22,123 in back pay to two identified victims and $45,760 in civil penalties. On September 27, 2013, the Justice Department issued a press release announcing it reached a settlement agreement with Paramount Staffing resolving an allegation that the company violated the anti-discrimination provision of the Immigration and Nationality Act (INA) by requesting more or different documents from individuals during the employment eligibility verification processes based on the individuals' citizenship status. IERs investigation determined that the company terminated the high-performing Mexican-American employee based on her coworkers discriminatory bias. On November 14, 2016, the Division filed a complaint against Washington Potato Company and Pasco Processing with the Office of the Chief Administrative Hearing Officer (OCAHO) alleging that Pasco Processing, while under the direction and control of one of its parent companies, Washington Potato, engaged in a pattern or practice of discriminatory documentary practices in violation of 8 U.S.C. As part of the settlement agreement, AAP will pay $22,000 in civil penalties to the government. On May 13, 2016, the Division issued a press release announcing it reached a settlement agreement with NetJets Services, Inc. ( NetJets), resolving claims that it treated non-U.S. citizens differently than U.S. citizens in violation the anti-discrimination provision of the Immigration and Nationality Act (INA) by: (1) requiring newly hired non-U.S. citizens to present specific documents to prove their employment eligibility; (2) subjecting employees who were Legal Permanent Residents to unnecessary post-employment reverification of their work authority through the production of specific documents; and (3) requiring employees who had become naturalized U.S. citizens after they were hired to produce their certificate of naturalization to establish the change in their citizenship status. Varies. Additionally, SpringShine will train relevant staff and submit to monitoring. A Saskatchewan-based class action lawsuit filed for certification alleges coerced sterilization of Indigenous women is yielding reports from more than one hundred women across Canada who say they . The trial court granted Allied's summary judgment motion. The settlement also requires Microsoft to stop emailing requests for documents to reverify work authorization to workers whose work authorization should not be reverified, and to allow those who do need to show their continued work authorization to provide their choice of acceptable documentation. Among other things, the agreement required iGate to refrain from placing employment advertisements that specifically encouraged or otherwise suggested a preference for applications from non-immigrant foreign workers, and to pay $45,000 in civil penalties. Randstad requested specific and unnecessary documents from lawful permanent residents to prove their work authorization, and failed to hire the charging party after rejecting her sufficient documentation. Under the terms of the settlement, the restaurant will, among other things, pay a $4,000 civil penalty, train relevant management personnel on avoiding discrimination in the employment eligibility verification process, and be subject to Division monitoring for three years. When the electrician and his wife objected to the hiring practice, the recruiter did not continue considering the electrician for employment. SD Staffing (Citizenship Status) January 2014. Under the settlement, Barrios Street Realty agrees to a voluntary three-year debarment prohibiting it from seeking non-immigrant employment visas through programs administered by the Department of Labors Employment and Training Administration, representing the first time the Division has obtained a voluntary debarment of this type through its enforcement of the anti-discrimination provision of the Immigration and Nationality Act. On August 5, 2015, the Division issued a press release announcing it reached a settlement agreement with the City of Eugene, Oregon, to resolve allegations that it required applicants for police officer positions be a U.S. citizen at the time of application. The FDA has cautioned parents to avoid Similac, Alimentum, and . Under the settlement, SMSC will pay a $60,000 civil penalty to the United States, establish a $75,000 back pay fund for affected workers, train their staff on the requirements of 8 U.S.C. The Court found that GHC violated the Immigration and Nationality Act (INA) when it required foreign-born job applicants and employees to produce more, different, and specific documents to prove their employment eligibility verification, while native-born U.S. citizens were allowed to produce the documentation of their choice. 1324b(a)(6). Settlement Press ReleaseSettlement Agreement, SOS Employment Group (Unfair Documentary Practices) August 2013. On November 29, 2022, IER signed a settlement agreement with Lady M Confections Co., Ltd. and Lady M West Third, LLC to resolve IERs reasonable cause finding that Lady M had a practice of discriminating against lawful permanent residents based on their citizenship status in violation of 8 U.S.C. OSC found that the companys request for the Green Card and suspension of the Charging Party constituted unlawful Unfair Documentary Practices in violation of 8 U.S.C. Specifically, IER found reasonable cause to believe that Challenger, which provides soccer instruction to youth throughout the United States, failed to consider qualified U.S. workers for full-time soccer instructors in Spring 2019 based on a preference for H-2B visa workers. Sinai Health System (Unfair Documentary Practices) December 2018. On August 5, 2013, the Department of Justice issued a press release announcing that it filed a complaint with the Executive Office of Immigration Review's Office of the Chief Administrative Hearing Officer against Autobuses Ejecutivos LLC d/b/a Omnibus Express, alleging that it engaged in employment discrimination in the hiring process based on citizenship status. The Charging Party has full-time employment and did not seek reinstatement. 1324b(a)(5). A "class action" lawsuit is one in which a group of people with the same or similar injuries caused by the same product or action sue the defendant as a group. The Division's investigation established that the Office of the Sheriff improperly restricted law enforcement positions to U.S. citizens notwithstanding the fact that no law, regulation, executive order or government contract authorized it to restrict employment in this manner. 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