Race, National Origin, Age Discrimination and Retaliation lawsuit filed against HCA Healthcare

Age discrimination is illegal, intentionally inflicts emotional distress. Contact the Age Discrimination Lawyers Helmer Friedman LLP for help.

A federal agency has charged that a for-profit graduate medical education provider in Nashville terminated an employee for filing a discrimination complaint.

HCA Healthcare, Inc. (along with its divisions Tennessee Healthcare Management, Inc. and GME Overhead), a for-profit healthcare corporation based in Nashville that provides graduate medical education in over 2,300 facilities, is facing a lawsuit. The U.S. Equal Employment Opportunity Commission (EEOC) has accused HCA Healthcare of violating federal law by denying a promotion to an employee based on his age, race, and national origin and subsequently firing him in retaliation for complaining about the discrimination.

The employee, who is Asian American, has claimed that despite meeting all necessary qualifications, HCA Healthcare selected an underqualified white candidate for the promotion over him. The Equal Employment Opportunity Commission (EEOC) is seeking injunctive and monetary relief against HCA Healthcare for violating Title VII of the Civil Rights Act of 1964 and the Age Discrimination in Employment Act.

Race and national origin discrimination is illegal and harmful, intentionally inflicting emotional and financial distress. Contact the National Origin Discrimination attorneys Beverly Hills Helmer Friedman LLP for help.

It is imperative to abide by state and federal laws that prohibit any form of discrimination based on race or nationality in the workplace. The Civil Rights Act of 1964, specifically Title VII, is a critical law that unequivocally prohibits racial discrimination in every aspect of employment. Employers are legally bound to ensure they do not engage in discriminatory practices such as refusing to hire or promote someone or treating them unfairly regarding compensation or job benefits due to their race or national origin.

Age discrimination and harassment are strictly prohibited by both California and Federal law. It is important to note that the Age Discrimination in Employment Act of 1967 (“ADEA”) is a federal law that provides extensive protection to individuals aged 40 or above from age-based discrimination in employment. Any form of discrimination against a person due to their age with respect to any employment term, condition, or privilege, including but not limited to hiring, firing, layoff, compensation, promotion, or job assignments, is considered illegal under the Age Discrimination in Employment Act.

It is worth noting that HCA Healthcare owns and operates over 100 hospitals and employs over 275,000 people in multiple states and the United Kingdom.

Soccar Players Selected Based on Ethnicity

Coaches Sue Chivas USA Professional Soccer Organization, Allege Discrimination Against Non-Latinos

Two former members of the coaching staff of Chivas USA have filed a lawsuit against the Major League Soccer organization, saying they were fired “because they were neither Mexican nor Latino.”
The filing was announced by Gregory D. Helmer, of the Los Angeles law firm of Helmer Friedman, LLP, who represents the two coaches.

Daniel Calichman and Theothoros Chronopoulos, both of whom were former professional soccer players and members of the U.S.National Team before being hired by Chivas USA, are suing in Los Angeles Superior Court. The men, described in the complaint as “Caucasian, non-Latino Americans,” allege discrimination, harassment, retaliation and wrongful termination by Chivas USA based on national origin, ethnicity and race.

Mr. Chronopoulos and Mr. Calichman were employed as coaches in the Chivas USA Academy, which offers soccer programs for youngsters from approximately age seven through age 18.
Mr. Helmer noted that the Chivas USA team was formed in 2004 by a group that included Jorge Vergara Madrigal, a prominent Mexican businessman.

Two years earlier Mr. Vergara had acquired Chivas de Guadalajara. The Mexican team, popularly known as “Chivas,” has since 1908 had a stated policy of hiring only players who are Mexican-born or born of Mexican parents.

In 2012, Mr. Vergara acquired full ownership of Chivas USA and, according to the complaint, began to “implement a discriminatory policy similar to the ethnocentric ‘Mexican-only’ policy that exists at Chivas de Guadalajara.” This included “replacing players and staff who had no Mexican or Latino heritage,” and appointing Mexican nationals to the team’s top executive positions.

“While the hiring practices of Chivas de Guadalajara may be legal in Mexico,” Mr. Helmer said, “Chivas USA must follow California and federal laws prohibiting discrimination, including treatment based on race, national origin or ethnicity.”

On November 13, 2012, the complaint states, Mr. Vergara called all Chivas USA employees to a meeting and announced that non-Spanish speaking employees would be fired. It quotes Mr. Vergara as saying, “If you don’t speak Spanish, you can go work for the Galaxy, unless you speak Chinese, which is not even a language.” (The Los Angeles Galaxy soccer team hires players from diverse backgrounds, notably including David Beckham of England.)

In late November of 2012, the complaint states, Jose David, the team’s newly hired president and chief business officer, asked Mr. Chronopoulos to report which Academy players and coaches were Mexican or Mexican-American and which were not.

In late December Mr. David directed Mr. Chronopoulos to collect ethnic and national origin data on the youngsters enrolled in the Chivas Academy and their parents, according to the complaint, which states that  

“When the requests for this information were sent to the parents, many of them were offended and refused to provide it.”

On January 11, 2013, Mr. Calichman and Mr. Chronopoulos submitted written complaints of discrimination and harassment to the team’s Human Resources Manager, Cynthia Craig. At a meeting three days later, according to the court filing, “Ms. Craig assured Mr. Calichman that Chivas USA was going to conduct a ‘full investigation’” into the men’s complaint, but no investigation was made.

At that meeting Mr. David stated that he and Mr. Vergara “were taking the team ‘back to its Mexican roots,’” the complaint states, and indicated that Mr. Calichman and Mr. Chronopoulos would not be “part of the effort to take the team back to its Mexican roots.”

The two men subsequently “were informed that they were not being fired but, at the same time were told not to perform their job duties. They were, in effect, placed on suspension.”

The following day, the complaint states, Ms. Craig contacted both men proposing that they resign from their jobs in exchange for two weeks of severance. On January 18, Mr. Calichman responded by email, rejecting the proposal and asking Ms. Craig to verify that he was still employed.

In February, having received no response to their allegations of harassment and discrimination, the court filing states, the men filed complaints with the California Department of Fair Employment and Housing.

On March 7, 2013, according to the court filing, both men received identical letters from Mr. David, notifying them that their employment was being terminated as of the following day. Their lawsuit notes that “the letter is conspicuously silent” as to whether the company had investigated their complaints of harassment and discrimination. “Moreover, in further retaliation for their complaints, Mr. David falsely and maliciously accused them of ‘demonstrat[ing] unprofessional conduct that created an unsafe work environment,’” without stating how they allegedly did so.

The lawsuit seeks general, special and punitive damages in amounts to be determined at trial, as well as any other relief the Court may deem proper.

Also named as defendants are Insperity, Inc. and Insperity Business Services, L.P. The complaint alleges that Insperity is a joint employer with Chivas USA and, in that capacity, is liable for any unlawful employment practices.

“A major professional soccer team should pick its players and coaches based on their abilities,” Mr. Helmer noted. “The behavior detailed in our complaint against Chivas USA is totally unacceptable for any American employer. It is also a disservice to young people of all ethnicities who might aspire to a career in professional soccer, or who look at these players as role models. It also short-changes fans by fielding a team whose players are selected because of their ethnicity rather than their skills.”

Helmer Friedman LLP provides legal representation and advice in a wide range of areas, including labor and employment, sports, and entertainment. The firm can be reached at 310-396-7714 or www.helmerfriedman.com.

Andrew Friedman of Helmer Friedman LLP Discusses Racial Discrimination Lawsuit

‘Bachelor’ threatened with racial discrimination lawsuit, experts weigh in


Image Credit: Craig Sjodin/ABC

News broke Tuesday that Nathaniel Claybrooks and Christopher Johnson, two African-American football players from Nashville, are holding a press conference Wednesday to discuss their decision to file a class action lawsuit against ABC’s The Bachelor on behalf of “all persons of color who have applied for the role of The Bachelor or Bachelorette but been denied the equal opportunity for selection on the basis of race.” The players say they plan to target ABC, Bachelor executive producer Mike Fleiss, and the show’s production companies (which include Warner Horizon Television, Next Entertainment, and NZK Productions).
The release announcing the conference noted that, “Over a combined total of 23 seasons, neither show has ever had a Bachelor or Bachelorette of color.”

EW reached out to entertainment lawyers who specialize in discrimination cases and are based in California (where The Bachelor is filmed) to provide some insight. The lawyers admitted this was an unprecedented case in many ways. “I’ve watched that [area of law] like a hawk, and I haven’t seen a case like this before,” said Jeffrey S. Kravitz of Fox Rothschild LLP. Though facts on the potential case are still uncertain (Claybrooks and Johnson plan to formally file their suit on Wednesday), this kind of case could be a game-changer.
For starters, neither man ostensibly has been a contestant on the show — a major stumbling block. Even if they had, though, “When you sign up on a reality TV show, you do not sign up as an employee — you sign up as an independent contractor,” said Kravitz.  “They’re likely going to sue for civil rights violations or perhaps claim that they’re de facto employees… [but] the case law is all over the board in terms of that across the country.”

Since Claybrooks, Johnson, and their lawyers are based in Tennessee, they have the option to file suit in either California or Tennessee, though Andrew H. Friedman of Helmer & Friedman LLP suggested they’d be better protected in California. That state has a provision called the Unruh Civil Rights Act. “They would definitely have much more legal protection in California than they would in Tennessee,” he said. This could include eligibility for emotional distress damages and “possibly punitive damages if the decision to exclude African-Americans were made at a high enough level of the production company.” That’s in addition to the potential economic damages that could be proved, for example, by looking at other Bachelor/Bachelorette contestants and seeing how they parlayed their fame into endorsements deals and further earnings.
So how might Claybrooks and Johnson prove their case? That’s where things get interesting. According to Friedman, the plaintiffs could depose former producers on The Bachelor and The Bachelorette and requisition everything from contestant applications to internal production memos during the discovery process. “The entertainment industry isn’t known for necessarily being politically correct in terms of their internal e-mails,” he noted, “so I wouldn’t be surprised — if in fact this was going on — for there to be e-mails” proving as much.

In the end, it could also be up to ABC, Next and the other defendants to prove they made a good faith effort to recruit contestants of color. “If the [production company] says, ‘We interviewed x number of minority candidates,’ they’re going to be in better standing than if they only interviewed one,” said Kravitz. “They’re going to be in better standing if they can show a history of enrollment of minority candidates than if they can’t. Beyond that, they don’t control who the Bachelor or Bachelorette picks.” Agreed Jay MacIntosh, “Circumstantial evidence will be important in a case like this.  It goes to pattern and practice as to racial profiling.” That said, the proof will be in the papers, which have yet to be filed. Until the specifics of the discrimination allegations come out, Kravitz warned, “These are just allegations at this point.”