Category: racial discrimination

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The Expensive Consequences of Race and Sex Discrimination in the Workplace

Race discrimination lawyers in Los Angeles, Helmer Friedman LLP.

Discriminatory hiring practices have serious consequences and are unacceptable. It’s not just a social issue but also illegal under the Civil Rights Act. Take, for example, the Four Seasons Licensed Home Health Care Agency in Brooklyn, which was sued for race and national origin discrimination. The lawsuit alleged that the agency favored patients’ racial preferences, leading to the dismissal of Black and Hispanic aides. When no other assignments were available, these aides lost their jobs, and the company had to pay $400,000 in damages.

In another case, SmartTalent LLC, a Washington-based staffing agency, settled a sex discrimination lawsuit by paying $875,000. The agency was found guilty of fulfilling clients’ requests for male-only workers, which violated the Civil Rights Act of 1964.

These cases highlight that businesses cannot ignore discriminatory behaviors as minor issues. It’s crucial for agencies, companies, and employers to communicate clearly to their clients that requesting a worker of a specific gender or national origin is unethical and violates legal guidelines.

The repercussions of discrimination go beyond financial penalties. They include an injunction prohibiting companies from making assignments based on a client’s race—or national origin-based preferences, updates to internal policies, mandatory training for management employees about Title VII, and the implementation of a complaint reporting system.

Employees also play a vital role in combating discrimination. If you encounter any discriminatory policies at your workplace, seek advice from an experienced sex and race discrimination attorney. Remember, prejudice has no place in our society, and seeking professional guidance can help ensure that justice is served.

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High Tech, Low Inclusion: The EEOC Report on Diversity in the Tech Sector

New Whistleblower Program administered by the DOJ.

The high-tech sector, known for spearheading advancements in science and technology, seems to be lagging when it comes to inclusion and diversity. A report recently published by the U.S. Equal Employment Opportunity Commission (EEOC) titled “High Tech, Low Inclusion: Diversity in the High Tech Workforce and Sector from 2014 – 2022” dissects the current state of diversity in this sector, offering a sobering insight into the extent of the problem.

Behind the Figures

The EEOC’s findings show a disturbing trend of underrepresentation for certain demographic groups in the high-tech sector. Women and Black workers, in particular, are being left behind. The figures reveal that despite being nearly half of the U.S. workforce, women make up only 22.6% of the high-tech workforce in all industries and a meager 4% in the high-tech sector. The representation of Black and Hispanic workers in the high-tech workforce has seen negligible progress over the years.

The Issue of Age Discrimination

The report also highlights age as a factor in employment discrimination within the high-tech sector. Interestingly, the high-tech workforce skews younger than the total U.S. workforce. In the high-tech world, over 40% of the workforce belongs to the 25-39 age group, compared to 33.1% in the overall workforce. Workers over 40 have seen their representation in the high-tech sector decrease from 55.9% to 52.1% from 2014 to 2022.

Moreover, the EEOC report notes that discrimination charges filed by tech professionals were more likely to involve issues of age, pay, and genetic information than those filed in other sectors.

The Call for Change

EEOC Chair, Charlotte A. Burrows, asserts that “America’s high tech sector, which leads the world in crafting technologies of the future, should not have a workforce that looks like the past.” The Commission is committed to identifying and resolving instances of discrimination that contribute to these disparities.

The EEOC report concludes with a call for employers in the high-tech sector to actively investigate and overcome barriers to employment. Proactive policies geared towards boosting inclusion are needed to ensure that everyone gets a fair shot at high-tech opportunities.

Were You Denied a Job In High Tech?

If you applied for a job in the high-tech sector and believe that you were discriminated against due to your age, race, gender, or ethnicity, it’s advisable to consult with an experienced employment attorney.

Discrimination is not just ethically wrong, it’s illegal. Your rights are protected under the Civil Rights Act of 1964 and other federal laws – laws that are in place to ensure everyone has equal opportunities in the job market. Don’t hesitate to stand up for your rights and seek legal counsel if you’ve been unfairly denied a job in the high-tech sector.

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Asphalt Paving Systems Case: Costs of Racial Discrimination in the Workplace

Racial discrimination in the workplace lawyers in Los Angeles, Helmer Friedman LLP.

The Asphalt Paving Systems Case

A Stark Reminder of the Costs of Racial Discrimination in the Workplace

In a society that aspires to achieve equality and justice, the allegations against Asphalt Paving Systems (APS) by the U.S. Equal Employment Opportunity Commission (EEOC) in 2023 serve as a stark reminder of the harsh realities of racial discrimination in certain workplaces. This case involved 12 Black workers who endured a hostile environment at APS, a company based in Zephyrhills, Florida. Their experiences included being denied basic facilities such as access to indoor bathrooms and enduring continuous racial slurs from co-workers and supervisors.

Such incidents underscore the critical importance of laws like Title VII of the Civil Rights Act of 1964, which aims to protect employees from racial discrimination and harassment in the workplace. APS’s violation of this law created a hostile environment for its Black employees, undermining their rights to equal employment opportunities and adversely affecting their emotional and mental well-being.

It shall be an unlawful employment practice for an employer to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment because of such individual’s race, color, religion, sex, or national origin.

Title VII explicitly states, “It shall be an unlawful employment practice for an employer to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment because of such individual’s race, color, religion, sex, or national origin.” This vital provision emphasizes that employment should be free from discrimination, ensuring a working environment where everyone can thrive, regardless of their racial or ethnic background. It also sets the expectation for employers to foster a workplace devoid of harassment based on these protected characteristics, reinforcing the necessity of equitable treatment in all aspects of employment.

Beyond the moral and ethical dimensions, businesses that engage in racial discrimination face significant financial and reputational repercussions. In July 2024, APS was ordered to pay a hefty $1.25 million in damages to compensate the victims of its discriminatory practices.

Moreover, cases like these highlight the necessity of robust anti-discrimination policies within organizations. Companies must not only comply with laws like Title VII but also actively cultivate an inclusive culture, implementing practices that protect against racial discrimination and harassment.

While monetary penalties for racial discrimination are substantial—and rightly so—the hidden costs to businesses can be even greater. Companies that persist in such behaviors risk damaging their reputation, potentially deterring high-quality talent from applying, customers from purchasing their products or services, and investors from supporting their business.

As illustrated by the APS case, the costs of racial discrimination extend beyond financial penalties. It undermines employee morale and productivity, and in some instances, it can threaten the commercial viability of the company itself. This serves as a powerful reminder that businesses should strive to create an inclusive work environment free from racial discrimination and harassment—not only because it is the law but because it is sound business practice.

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Persistent Workplace Discrimination and Retaliation

Sexual harassment causes long term damage to the victims psyche.

Discrimination in the Workplace Persists

Discrimination in the workplace is an ugly truth that still prevails despite the numerous laws and regulations designed to combat it. Companies that engage in discriminatory practices harm not only the affected employees but also the overall workplace environment. What’s worse, many of these organizations resort to retaliation against those brave enough to speak out or investigate discrimination. This article aims to shed light on these issues, providing valuable insights and actionable steps for workplace equality advocates and HR professionals.

Understanding Workplace Discrimination

Workplace discrimination manifests in various forms, each with unique challenges and consequences. Understanding these types is crucial for addressing them effectively.

Gender Discrimination

Gender discrimination remains a significant issue in many workplaces. It includes unfair treatment based on one’s gender, which can lead to disparities in pay, promotions, and job opportunities. Statistics show that women, especially women of color, are more likely to experience workplace discrimination. For instance, according to a Pew Research Center study, 42% of working women in the U.S. have faced gender discrimination at work.

Racial Discrimination

Racial discrimination involves treating employees differently because of their race or ethnicity. This type of discrimination can severely impact an individual’s career progression and mental well-being. For example, a survey conducted by Glassdoor found that 61% of Black employees report experiencing or witnessing racial discrimination in the workplace.

Age Discrimination

Age discrimination typically affects older employees, who may be unfairly overlooked for promotions or forced into early retirement. The U.S. Equal Employment Opportunity Commission (EEOC) reported that in 2019, 21.4% of all discrimination charges filed were related to age.

The Reality of Retaliation

When employees report discrimination, they often face retaliation instead of support. This can take various forms, from demotion and job termination to subtle acts of intimidation, making it difficult for individuals to come forward.

Case Study 1: Pro Pallet

Pro Pallet, a Pennsylvania-based construction company, has been ordered to pay $50,000 to settle a lawsuit concerning discrimination and retaliation. The case arose when a human resources manager at Pro Pallet received a sexual harassment complaint against the company’s general manager. As she began investigating the matter, the president and owner of Pro Pallet reprimanded her for fulfilling her responsibilities, reallocated key job duties to other employees, and excluded her from company meetings.

Case Study 2: Hatzel & Buehler

In another case, Hatzel & Buehler, an electrical contractor, was mandated to pay $500,000 to settle an age discrimination lawsuit. The vice president of the New Jersey branch engaged in discriminatory recruiting and hiring practices by instructing recruiting firms to focus on younger candidates for project manager and estimator positions while outright refusing to hire older applicants who did not fit his preferred age range. The lawsuit also claimed that this vice president neglected to maintain records related to job applicants and hiring, violating federal law.

Case Study 3: Altman Specialty Plants

Altman Specialty Plants has been ordered to pay $172,000 to settle allegations of sexual harassment and retaliation. An investigation found that a supervisor at the company’s Austin, Texas, location subjected female employees to sexual harassment and maintained a sexually hostile work environment for an extended period.

Moreover, employees who reported the harassment faced retaliation, which created a chilling effect and rendered Altman’s Equal Employment Opportunity (EEO) policies and complaint procedures ineffective. Such conduct allegedly violates Title VII of the Civil Rights Act of 1964, which prohibits discrimination based on sex, including sexual harassment, as well as retaliation for participating in protected activities.

The Impact on Employees

Discrimination and retaliation have far-reaching consequences for employees.

Emotional Toll

The emotional toll of discrimination can be devastating. Victims often experience anxiety, depression, and a sense of isolation. This emotional strain can affect every aspect of their lives, from personal relationships to overall mental health.

Financial Impact

Financial instability is another significant consequence. Victims of discrimination and retaliation may lose their jobs, face demotions, or be forced to take lower-paying positions. This financial strain can lead to long-term economic challenges.

Professional Damage

Professionally, discrimination and retaliation can derail careers. Skilled employees may find their career progression halted, and the stain of being “a troublemaker” can follow them to future job opportunities.

The Role of Advocates and HR Professionals

Advocates and HR professionals play a pivotal role in creating safer, more inclusive workplaces.

Support Systems

Establishing robust support systems is crucial. HR departments should have clear policies and procedures for reporting discrimination, ensuring that employees feel safe and supported.

Training and Education

Regular training and education programs can help prevent discrimination. These programs should focus on raising awareness about different types of discrimination and the importance of diversity and inclusion.

Open Communication

Encouraging open communication is essential. Employees should feel comfortable discussing their concerns without fear of retaliation. Regular surveys and anonymous reporting channels can help identify issues before they escalate.

Strategies for Change

Combatting discrimination and retaliation requires a concerted effort from both companies and employees.

Legal Obligations

Companies must understand and adhere to their legal obligations regarding discrimination. This includes complying with anti-discrimination laws and promptly addressing any complaints.

Ethical Responsibilities

Beyond legal obligations, companies have an ethical responsibility to foster a respectful and inclusive workplace. This involves creating a culture where diversity is celebrated and discrimination is not tolerated.

Actionable Steps

  1. Policy Development: Develop and regularly update anti-discrimination policies. Ensure these policies are clearly communicated to all employees.
  2. Training Programs: Implement regular training sessions on diversity, inclusion, and anti-discrimination practices.
  3. Support Systems: Establish strong support systems for victims of discrimination and ensure that they have access to necessary resources.

Conclusion

Workplace discrimination and retaliation are pervasive issues that require immediate attention. By understanding the different forms of discrimination, recognizing the reality of retaliation, and taking proactive steps, advocates and HR professionals can make significant strides toward creating more equitable work environments.

The responsibility to foster a safe and inclusive workplace does not rest solely on the shoulders of HR professionals and advocates. It requires a collective effort from all levels of the organization, from top management to individual employees. Together, we can break the silence, address these issues head-on, and pave the way for a future where everyone feels valued and respected.

Let’s continue this conversation. Share your experiences and strategies for overcoming discrimination and retaliation in the workplace. Your insights could be the catalyst for change in other organizations.

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Discrimination and Harassment: Addressing the Scourge in the Construction Industry

Your workplace should be free of discrimination and harassment. Contact the attorneys of Helmer Friedman LLP for information.

Recent studies and investigations suggest that the construction industry stands out from its peers due to a significant prevalence of hate, bias, and discrimination. More so, the industry is marked by egregious instances of harassment. This has made the sector a focal point for the Equal Employment Opportunity Commission (EEOC) under the current Biden administration, which has singled out industries where women and workers of color are underrepresented.

In the post-Infrastructure Investment and Jobs Act era, this focus on hostile work environments in construction has intensified. A noteworthy step was an EEOC hearing dedicated to investigating the culture of racism and sexual harassment within construction. The agency’s yearlong study culminated in a June 2023 report highlighting hostility and discrimination on construction sites.

The construction industry’s unique characteristics make it a hotbed for such adverse behaviors. A homogenous workforce and cyclical and project-based work leave workers exposed to discrimination. These acts of hostility range from taunting tradeswomen and vandalizing black workers’ toolboxes to retaliatory transfers or unfair reduction of hours.

With an urgent need to root out bias, six major general contractors inaugurated Construction Inclusion Week. This initiative mirrored the sector’s successful ‘Safety Week,’ aimed at eliminating bias at building sites.

The EEOC guide proposes five key strategies to combat discrimination and promote a healthier working environment. These include committed and engaged leadership, consistent accountability, comprehensive harassment policies, trusted complaint procedures, and regular interactive training. These are not legal mandates, but adopting these practices will significantly safeguard employers against liability in the event of grievances.

Addressing bias and harassment is not only about creating a conducive work environment; it’s also a strategic move to combat the industry’s labor shortage. Creating an attractive working environment efficiently recruits and retains a diverse workforce, from women to people of color.

Tackling discrimination and harassment has dual advantages. It improves workplace safety and ensures continuous workforce supply aligned with the industry’s growth and needs. Adopting practices that foster a harassment-free workplace is a step in the right direction, not just a compliance checklist.

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Protecting Construction Industry Employees and Union Members from Hostile Work Environment

Disability discrimination, age discrimination lawyers in Los Angeles, Helmer Friedman LLP.

Every employee, irrespective of their industry, has the right to a dignified and respectful workplace environment. Distinct laws and regulations protect against discrimination and harassment that can foster a hostile work environment. This article will focus on the construction industry and union members, elucidating the laws that arm them against such unacceptable situations.

The Construction Industry and Trade Unions

Discrimination and harassment on a construction site can take various forms. Whether it’s racial or sexual discrimination or harassment, such occurrences can significantly impact a worker’s mental and physical health, productivity, and overall work satisfaction. Recognizing this, the government has established strict laws and rules to protect the rights of all construction workers, including those members of trade unions.

Fostering a Respectful Work Environment

In a recent civil rights case filed by the New Jersey Office of the Attorney General, the New Jersey Division on Civil Rights brought a lawsuit against the Local 11 Ironworkers Union. The complaint accuses Local 11 of fostering a hostile work environment, resulting in unlawful discrimination based on race, sexual orientation, and sex. The union’s leaders and members allegedly perpetuated this toxic environment, failing to take adequate measures to prevent, halt, or rectify the situation.

Additionally, Local 11 is accused of racial discrimination through its employment referral system, which systematically overlooked Black members for job opportunities and assigned them less desirable positions even when selected for jobs. These charges of discrimination and harassment highlight that no organization is exempt from the obligation to maintain a respectful and equitable work environment.

Legal Protections

The Civil Rights Act of 1964 applies to unions and construction employees. Specifically, Title VII of the act prohibits discrimination by trade unions, schools, or employers involved in interstate commerce or doing business with the federal government. This provision ensures equal treatment and protection against discrimination based on race, color, religion, national origin, and sex within union-related contexts.

Your Rights Are Protected

As a construction worker or a union member, you can rest assured that many laws safeguard your rights. You should not tolerate any form of discrimination or harassment at your workplace. Stand firm against such misconduct and know that the law stands with you.

In conclusion, a hostile work environment is detrimental to individual workers and the industry’s productivity and integrity. The government has implemented stringent laws to prevent such occurrences and protect the rights and dignity of all construction industry employees and trade union members.

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Iron Hill Brewery to Pay $115,000 in Race Discrimination and Retaliation Lawsuit

Race discrimination, retaliation, workplace violation lawyers of Los Angeles Helmer Friedman LLP.

Federal Agency Charged Restaurant Discriminated and Retaliated Against Black Employee

In a recent settlement, the current federal administration reaffirmed its commitment to protecting employees from workplace discrimination and retaliation. This time, Iron Hill Brewery of Buckhead, LLC and Iron Hill Brewery, LLC, a chain of breweries and restaurants across several states, found themselves in the U.S. Equal Employment Opportunity Commission (EEOC) spotlight.

According to the settlement, Iron Hill Brewery agreed to pay $115,000 and furnish other relief to settle a race discrimination and retaliation lawsuit. The suit alleged Iron Hill Brewery discriminated against an African American employee at its Buckhead location.

The employee, a sous chef-in-training, was allegedly dismissed due to his race and for reporting discrimination against women and Hispanic colleagues. An unmerited disciplinary action was swiftly followed by termination.

Under Title VII of the Civil Rights Act of 1964, such alleged conduct is prohibited. This significant law prevents employers from carrying out retaliation for engaging in protected activity and discrimination based on race.

Protected activity, as outlined in Title VII of the Civil Rights Act of 1964, encompasses various actions taken by employees to oppose discrimination or participate in proceedings related to discriminatory practices. In this particular case involving Iron Hill Brewery, the protected activity refers to the sous chef-in-training reporting instances of discrimination within the workplace. Specifically, the employee raised concerns about discriminatory behavior targeting women and Hispanic colleagues, which is considered a protected act under federal law. By voicing these grievances, the employee engaged in a legally protected activity aimed at confronting and challenging unfair treatment. Consequently, when the employee faced unwarranted disciplinary action and subsequent termination, it was alleged to be retaliatory—an illegal response to their protected activity of reporting discrimination.

In addition to the considerable financial settlement, the decree necessitates nationwide training for Iron Hill Brewery employees centered on Title VII’s prohibitions against race discrimination and retaliation. Iron Hill Brewery must also institute an anti-retaliation policy providing examples of unlawful retaliation in the workplace. These moves illustrate the seriousness of the situation and the serious implications of breaching Title VII of the Civil Rights Act of 1964.

The EEOC Atlanta District Office Regional Attorney, Marcus G. Keegan, opined, “This settlement sends a strong message that the EEOC will continue to vindicate the rights of individuals with the courage to come forward to report discrimination against themselves or others in the workplace.”

This case serves as a stark reminder of employees’ rights. If you believe that you or someone you know may be experiencing or witnessing race discrimination, harassment, or retaliation in the workplace, don’t hesitate to seek legal advice. Reach out to a lawyer in your area who specializes in employment law. Remember, everyone deserves a respectful and fair working environment.

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The Power of Class Action Lawsuits: Merrill Lynch’s $20 Million Settlement on Racial Discrimination

Class action lawsuits allow the average employee to band together and get justice from large powerful corporations.

Class action lawsuits are often seen as the vehicle of justice for the average person, allowing individuals to band together to hold even the most formidable, seemingly untouchable companies to account for their actions. A recent case involving Merrill Lynch, a Wall Street brokerage titan, has brought this to light, with the company agreeing to pay nearly $20 million to settle a class-action lawsuit alleging racial discrimination against its Black financial advisers.

This lawsuit claims that African American advisers employed by Bank of America-owned Merrill received less compensation and fewer promotions than their white counterparts. Furthermore, these employees were terminated at higher rates with fewer opportunities for advancement due to discriminatory practices entrenched in the company’s culture.

The repercussions of such systemic violations of African-American employees’ rights had to be addressed. The suit filed in the U.S. District Court for the Middle District of Florida by four former Merrill advisers has set a precedent that even the biggest corporations can be held accountable for racial discrimination in the workplace.

Merrill has agreed to pay $19.95 million — beyond attorney fees and administration costs—to compensate those affected. The settlement is set to benefit approximately 1,375 eligible class members. A judge is yet to approve this settlement, but Merrill has also agreed to “programmatic relief” that includes reviews of diversity practices and pay equity analyses.

Bank of America has stated that the settlement allows them to focus on supporting Black financial advisers and their clients. Over the past decade, they have implemented policies and programs to improve diversity and inclusion. This initiative has resulted in an over 40% increase in the number of Black financial advisers at Merrill and a significant upturn in team representation.

The case against Merrill Lynch is not an isolated incident. They have faced similar allegations in the past, resulting in a $160 million settlement in August 2013. These cases underscore the power of class action lawsuits in ensuring even the most powerful entities are held accountable for their actions.

In the fight against race discrimination, class action lawsuits prove time and again that no company is too large or too powerful to be immune from legal recourse. This not only brings justice for those wronged but also forces companies to examine and modify their practices to ensure a more inclusive and equitable workplace.

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Lawsuit Shines a Light on Alleged Racial Harassment at Tesla

Tesla must pay $137 million to a Black employee who sued for racial discrimination.

A California Superior Court recently ruled to validate a class-action lawsuit alleging “severe and pervasive race harassment” against Black employees at a Tesla factory in Fremont. This lawsuit not only affects the alleged victims but also sheds light on the controversial work environment within Tesla.

The claims stem from around 500 declarations, indicating that incidents of racial harassment have been frequent in Tesla’s Fremont factory for nearly eight years. These incidents include the use of racial slurs and derogatory language towards Black employees, as well as a lack of diversity within management positions at the factory. The plaintiffs argue that Tesla has created a hostile work environment for its Black employees, which violates California’s Fair Employment and Housing Act.

“There is much work to do, but we believe we will succeed in showing at trial that there has been a pattern and practice of pervasive race harassment at Tesla’s Fremont factory.” Matthew Helland from Nichols Kaster LLP

Despite having a complaint system since 2017, the lawsuit alleges that Tesla failed to take immediate and appropriate corrective action in response to these accusations. Over 200 plaintiffs working at the Fremont facility reported hearing racial slurs, and about two-thirds of those who provided sworn statements claimed they witnessed anti-Black graffiti and racial slurs.

Further allegations from individual plaintiffs suggest a deeply rooted issue within the factory’s management and work culture, as they reported unchanged racist behaviors despite complaints to supervisors and human resources.

This is not the first time Tesla has faced allegations of unchecked racial harassment and discrimination. In 2021, a former elevator operator at the Fremont factory was awarded $137 million by a federal jury in San Francisco in a racial harassment lawsuit. The significant award underscores the severity of the emotional distress and hostile work environment endured by the plaintiff during his time at the factory.

The lawsuit criticizes the alleged “pre-Civil Rights Era race discrimination” as a standard procedure at the Tesla plant. It asserts that despite awareness of the issue, Tesla took no action to stop it. This accusation contradicts Tesla’s stance in a 2022 blog post, where the company strongly opposed discrimination and harassment and stated that it terminated employees engaged in misconduct.

The case will now focus on determining if there was a pattern of widespread racial harassment at the Fremont factory, whether Tesla was aware of it, and if Tesla took adequate steps to address it. According to Alameda County Superior Court Judge Noel Wise, this lawsuit will provide common facts that can simplify individual cases, as hundreds or thousands of workers may wish to seek damages from Tesla over their treatment.

This case further highlights the ongoing struggle for equality and respect in the workplace, emphasizing the importance of ensuring a safe and comfortable working environment for all, regardless of the company’s size or caliber.

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$800K Hiring Discrimination Settlement with Caterpillar Inc.

Your workplace should be free of discrimination and harassment. Contact the attorneys of Helmer Friedman LLP for information.

The U.S. Department of Labor has entered into a conciliation agreement with Caterpillar Inc. to resolve alleged systemic hiring discrimination against 60 Black applicants at a heavy equipment manufacturer’s production facility in Decatur, Illinois.

Caterpillar Inc. will pay affected job applicants $800,000 in back wages and interest and offer jobs to 34 eligible class members to resolve the allegations. In a proactive step towards change, the company has also agreed to ensure its hiring policies and procedures are free from discrimination and provide training to all managers, supervisors, and other company officials who oversee hiring decisions.

A routine compliance review by the department’s Office of the Federal Contract Compliance Programs found that Caterpillar discriminated against 60 Black applicants who applied for fabrication specialist/welder positions at its Decatur facility from March 30, 2018, to March 30, 2020. OFCCP enforces Executive Order 11246, which prohibits federal contractors from discriminating in employment based on race, sex, color, religion, sexual orientation, gender identity, or national origin.

“For the past 58 years, OFCCP has been at the forefront of defining and defending equal employment opportunity in the American workplace. We remain steadfast in our commitment to addressing employment policies and practices that create barriers to opportunity and perpetuate inequality,” reassured Office of Federal Contract Compliance Programs Acting Director Michele Hodge. “Companies that accept federal contracts must diligently monitor their hiring processes to ensure applicants are not rejected based on unlawful practices.”

“Our agreement with Caterpillar exemplifies the Office of Federal Contract Compliance Programs’ (OFCCP) commitment to addressing and remedying preliminary indicators of discrimination in our compliance evaluations. As the enforcer of Executive Order 11246, OFCCP ensures that federal contractors like Caterpillar uphold equal employment opportunity. This agreement provides meaningful compensation and job opportunities to affected individuals and aims to ensure that all applicants, irrespective of their race, are considered equally for employment.”

Caterpillar Inc. has contracts to provide machinery to the U.S. Department of the Army, and since 2018, Caterpillar Inc. has held more than $481 million in federal contracts.

OFCCP has introduced the Class Member Locator, a powerful tool to identify applicants or workers who may be entitled to monetary relief and/or consideration for job placement as a result of OFCCP’s compliance evaluations and complaint investigations. If you believe you may be a class member who applied for a fabrication specialist/welder position with Caterpillar Inc. at its Decatur facility during the investigative period, we encourage you to use OFCCP’s Class Member Locator to learn more about this and other settlements.