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EEOC v. Porous Materials, Inc. According to the EEOC's lawsuit, Prewett and Desoto supervisors and managers subjected African American employees to daily harassment and humiliation because of their race by calling them racially offensive and derogatory names and ased Black employees the more dangerous job duties. Under the two-year consent ad, the businesses will revise their anti-racial harassment policies; create an hotline for employees to report complaints about discrimination, harassment and retaliation; and conduct exit interviews of employees who leave the company. The decree sseeks mandates training of employees and the reporting of any future complaints of race harassment to the EEOC. Prewett Enterprises, Inc.
We are members of anti-SCAM program!. In Septemberthe judge entered a five-year consent decree resolving frisnd EEOC's litigation against the hotel operators. The trade union, which is responsible for sheet metal journeypersons in northern New Jersey, allegedly discriminated against black and Hispanic journeypersons over a multi-year period in hiring and job asments.
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Defendants moved for dismissal arguing 1 Africa is not a nation and so cannot serve as the basis of a national origin claim, 2 EEOC failed to allege any shared cultural or linguistic characteristics between the aggrieved individuals so mor could not constitute a protected class; and 3 the EEOC's retaliation claim must be dismissed because EEOC failed to allege protected activity or the Defendants had knowledge of the white supervisor's motivations.
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Black employees alleged that the supervisors allowed the behavior to continue unchecked. The consent decree also requires River View to refrain from any future racial discrimination in its hiring procedures. The claims included: 1 awarding Black employees less favorable asments both terminals ; 2 asing them more difficult and demanding work both terminals ; 3 enforcing break times more stringently Chicago Heights ; 4 subjecting their work to heightened scrutiny Chicago Heights ; and 5 disciplining them for minor misconduct both terminals.
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The three-year consent decree also prohibits the company from engaging in future discrimination and retaliation; requires that it implement a policy against race discrimination and retaliation, as well as a procedure for handling complaints of race discrimination and retaliation; mandates that the company provide training to employees regarding race discrimination and retaliation; and requires the company to provide periodic reports to the EEOC regarding layoffs and complaints of discrimination and retaliation.
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