Hartz Mountain Industries (Citizenship Status) August 2016. On January 15, 2016, the Division signed a settlement agreement with Rio Grande Pak Foods, Ltd, a poultry processor, resolving two charges alleging that the company committed unfair documentary practices. On October 10, 2017, ECBAWM filed a federal discrimination and sexual harassment complaint on behalf of LaDonna Powell, a 32-year-old black woman formerly employed as a supervisor for Allied Universal Security Services (Allied) at John F. Kennedy International Airport (JFK). The complaint alleges that beginning no later than January 1, 2018 and lasting until at least September 18, 2019, Facebook used recruiting methods designed to deter U.S. workers from applying to positions reserved for temporary visa holders, refused to consider U.S. workers who applied to the positions, and hired only temporary visa holders for the positions. Settlement Press Release Settlement Agreement, Challenger Sports Corporation (Citizenship Status) September 2021. PFSWeb, Inc. & Prestigious Placement (Unfair Documentary Practices) June 2015. The lawsuit was filed in 2015 by Daniel Shak, the hedge fund operator and high-stakes poker player, and two metals traders, Mark Grumet and Thomas Wacker. IER found that Gaps reliance on an electronic human resource management system contributed to the companys discriminatory conduct. UNIVERSAL PROTECTION SERVICE, LP, and DOES 1 through 100, inclusive, Defendants. The Office of Special Counsel for Immigration-Related Unfair Employment Practices (OSC) investigation found that from June 20, 2014, until at least December 15, 2015, Powerstaffing had a pattern or practice of requesting specific immigration documents from non-U.S. citizens for the Form I-9 and E-Verify processes. Settlement Press ReleaseSettlement Agreement, Igloo Products Corp. (Citizenship Status) November 2021. 1324b(a)(6). Crookham Company (Unfair Documentary Practices) June 2016. 1324b(a)(1)(B). The agreement requires the companies to pay a civil penalty of $175,000 to the United States, establish a $50,000 back pay fund, train relevant personnel on avoiding discrimination in the employment eligibility verification process, make policy changes, and be subject to Division monitoring and reporting. Ameritech Global Inc. (Citizenship Status) August 2021. Under the terms of the settlement agreement, Hilton will pay $550 in civil penalties to the United States, pay the Charging Party $12,600 in back pay, amend its policies to prohibit discriminatory practices, undergo OSC training, and be subject to OSC monitoring. IERs charge-based and independent investigations found that Gap discriminated against certain workers by reverifying their permission to work, even though there was no legal reason to do so. 1324b, and to ensure that relevant human resources officials participated in specialized OSC-approved or provided training on the anti-discrimination provision of the INA. The injunctive relief applies to any new location of the restaurant that opens in the year following the settlement. Dec. 21, 2018 - X Stage @ GSX18, an interview with Ty Richmond . As part of the settlement agreement, AAP will pay $22,000 in civil penalties to the government. 01/07/2023. OSCs investigation found that North American Shipbuilding barred an employee from company premises because the employee filed a charge with OSC, in violation of the anti-retaliation provision of 8 U.S.C. Specifically, IERs investigation found that the company requested non-U.S. citizens (primarily lawful permanent residents), but not U.S. citizens, to produce specific documents to establish their permission to work during the employment eligibility verification process. Under the settlement agreement, Crookham Company is required to comply with several injunctive terms to prevent future discrimination, such as specialized training, which Crookham Company has proactively taken and completed prior to the execution of the agreement. 1324b(a)(6). On June 21, 2010, the Division signed an agreement with Macys and a Charging Party resolving claims of citizenship status discrimination during the employment eligibility verification process based on an alleged pattern or practice of requesting specific documents from non-U.S. citizens, but not U.S. citizens, to complete the Form I-9. On December 28, 2020, the Division signed a settlement agreement with Northgate Gonzalez Markets, Inc., and Northgate Gonzalez Financial, LLC d/b/a Prospera Gonzalez (collectively Northgate), resolving a claim that Northgate asked a worker with asylum status for a specific, DHS-issued document to reverify his employment eligibility and rejected his attempt to present his unrestricted Social Security card, resulting in his termination. Paramount Staffing (Unfair Documentary Practices) September 2013. On December 6, 2019, the Division signed a settlement agreement with Onin Staffing, LLC (Onin), resolving a claim arising from its investigation into the companys Form I-9 and E-Verify practices in McAllen, Texas. The Division's investigation established that Sonus required a non-U.S. citizen, but not similarly-situated U.S. citizens, to produce specific documentary proof of her immigration status for the purpose of re-verifying her employment eligibility. On December 6, 2018, the Division reached a settlement agreement with Mrs. Fields Original Cookies, Inc. (Mrs. Fields) to resolve a reasonable cause finding that Mrs. Fields violated the anti-discrimination provision of the Immigration and Nationality Act by discriminating against work-authorized non-U.S. citizens during the employment eligibility verification process. 1324b and engaged in retaliation when the Permanent Resident refused to present the requested document in violation of 8 U.S.C. On September 28, 2017, the Division filed a complaint against Crop Production Services, Inc. with the Office of the Chief Administrative Hearing Officer (OCAHO) alleging that the company discriminated against at least three United States workers by refusing to employ them as seasonal technicians in El Campo, Texas, because Crop Production preferred to hire temporary foreign workers under the H-2A visa program. Under the settlement agreement, IBM has agreed to pay $44,400 in civil penalties to the United States. As part of the settlement agreement, BAE has agreed to pay $53,900 to the United States and be subject to training and reporting obligations. 2019: private lawsuit-state $5,600,000: Allied Universal Security Services: wage and hour violation: 2020: private lawsuit-federal $2,520,000: Settlement Press Release Settlement Agreement, Garland Sales, Inc. (Retaliation, Unfair Documentary Practices) December 2011. IERs investigation found that between at least January 10, 2019, and April 6, 2020, Secureapp posted 12 facially discriminatory job advertisements that expressed a hiring preference for non-U.S. citizens seeking sponsorship or who already possessed an employment-based visa. . 1324b(a)(6) and hiring discrimination in violation of 8 U.S.C. Under the terms of the settlement, Respondent will pay $120,000 in civil penalties to the United States, train relevant recruiting staff on avoiding discrimination in the employment eligibility verification process, make needed policy changes, and be subject to Division monitoring and reporting. Sam Williamson Farms, Inc. (Citizenship Status) June 2019. 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). Universal life insurance allows customers to buy policies at a relatively low cost, although the exact premium is . In a separate agreement, Carrillo Farm agreed to pay a total of $44,000 in lost wages to affected U.S. workers including $8,800 for each U.S. citizen. U.S. Service Industries (Unfair Documentary Practices) January 2015. On June 27, 2022, IER signed settlement agreements with 16 employers that posted job advertisements with unlawful citizenship status restrictions: Akuna Capital; American Express Company; Area-I Inc.; Blackbaud; CapTech; Clarkston-Potomac Group; Clay Electric Cooperative, Inc.; CONMED; Edward Jones Investments; Keyot LLC; KNAPP Inc.; KPMG LLP; SimpleNexus, LLC, f/k/a L Brewer and Associates, LLC, d/b/a LBA Ware; The Royster Group, Inc.; Sealed Air Corporation; and Toast, Inc. IER concluded that these advertisements constituted a pattern or practice of discrimination by routinely excluding work-authorized non-U.S. citizens and resulted in an initial failure to refer an asylee for employment because of his status as an asylee. to pay a civil penalty of $82,800 to the United States, pay $8,746.43 in lost wages to the charging party who filed the initial charge, train relevant human resources personnel on avoiding discrimination in the employment eligibility verification process, make policy changes, and be subject to Division monitoring and reporting. 1324b. Settlement Press Release PFSWeb Settlement Agreement Prestigious Placement Settlement Agreement, Accountemps (Citizenship Status) June 2015. Complaint Press Release Complaint, Sellari's Enterprises, Inc. (Unfair Documentary Practices) June 2017. On November 21, 2016, the Division signed a settlement agreement resolving its investigation of Denver Sheriff Department. The attorneys discussed the employers responsibilities and obligations under the anti-discrimination provision of the INA. 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 December 13, 2016, the Division signed a settlement agreement resolving its investigation of 1st Class Staffing. Inc. d/b/a McDonalds (R.E.E.) resolving charge-based and independent investigations into the companys employment eligibility verification practices at McDonalds franchises in the Texas Rio Grande Valley. On June 3, 2020, IER signed a settlement agreement with ChemArt, a Rhode Island manufacturing company, resolving claims that the company discriminated against a worker during the employment eligibility verification process and then retaliated against her. 1324b(a)(5). Transamerica Lawsuit Background. The settlement agreement requires NetJets to pay $41,480 in civil penalties, train its human resources staff on the anti-discrimination provision of the INA, and be subject to monitoring by the Division for a period of two years. Under the settlement agreement, Mar-Jac will pay a civil penalty of $190,000, pay up to $25,000 in back pay to compensate affected employees and applicants, and will have its relevant staff participate in Division-provided training on 8 U.S.C. 1324b(a)(6). Imagine School, Inc. (Unfair Documentary Practices) May 2012. Desjardins is a Canadian-based bank with over 7.5 million members and nearly $400 billion in total assets. Transamerica Life Insurance Co. has agreed to settle a class-action lawsuit filed by policyholders who alleged it improperly increased monthly charges on their universal life insurance policies. 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. The tribunal did not resolve some liability and remedies issues, which the parties continued to litigate following the March 2017 liability finding. The Divisions investigation determined that, after the worker complained that questions Taiyo asked about her national origin, citizenship status, naturalization timing, and valid work authorization documents were discriminatory, Taiyo withdrew its offer of employment. Additionally, designated company personnel will be required to undergo training by the Office of Special Counsel to learn about employers responsibilities under the anti-discrimination provision of the Immigration and Nationality Act (INA). The settlements require the 16 employers to pay civil penalties totaling $832,944 in civil penalties, as listed below, and each must undergo training and change its recruiting practices to avoid future discriminatory postings: SimpleNexus, LLC, f/k/a L Brewer and Associates, LLC, d/b/a LBA Ware, SpringShine Consulting (Citizenship Status) June 2022. Autobuses Ejecutivos, LLC d/b/a Omnibus Express (Citizenship Status) September 2014. 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. The agreement requires the company to train personnel on avoiding discrimination in the hiring or recruitment or referral for a fee processes, make policy changes, and be subject to departmental monitoring and reporting requirements for a three-year period. On June 28, 2017, IER reached a settlement agreement with Panda Restaurant Group, Inc. (Panda Express) resolving allegations of unfair documentary practices. The Charging Party has full-time employment and did not seek reinstatement. Under the agreement, the Bakery agreed to pay $45,000 in civil penalties, participate in IER-provided training on the INAs anti-discrimination provision, and undergo departmental reporting and monitoring. While IERs investigation was pending the former employee filed his own lawsuit with the administrative court, and the settlement agreement, to which the former employee is a signatory, also resolves that lawsuit. Under the settlement agreement, AllianceIT was not required to pay a civil penalty, but is required to continue to train its employees on the requirements of the INAs anti-discrimination provision and to be subject to departmental monitoring and reporting requirements. 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. On June 27, 2011, the Department of Justice issued a press release announcing it filed a complaint against Farmland Foods, Inc. alleging the company required newly-hired non-U.S. citizen employees to present specific, and sometimes extra, work authorization documents than required by law. Under the agreement, Eastridge will, among other terms, pay $175,000 in civil penalties to the United States and submit to training and compliance monitoring. COMPANY INFO: Allied Universal Security Services LLC (Bloomberg Law Subscription) Security services giant Allied Universal is accused in a new class lawsuit of cheating workers out pay and assigning black officers to less lucrative posts. The Divisions investigation, based on an advertisement on Respondents website, established that the Denver Sheriff Department engaged in a pattern or practice of citizenship discrimination in violation of 8 U.S.C. On July 18, 2014, the Justice Department reached a settlement agreement with Patriot Staffing & Services, LLC resolving allegations that the New Jersey-based company violated the anti-discrimination provision of the Immigration and Nationality Act (INA) by rejecting the Charging Party's Employment Authorization Document because it had an upcoming but future expiration date. The settlement agreement requires the Companies to, among other things, pay $159,000 in civil penalties, train relevant human resources personnel on avoiding discrimination in the employment eligibility verification process, and undergo departmental monitoring and reporting. On August 7, 2014, the Justice Department issued a press release announcing it reached a settlement agreement with Travel Management Company, a private airplane charter company, resolving allegations that the company had a U.S. citizenship requirement for its commercial pilot positions and that the company eliminated non-citizens from consideration for employment on the basis of citizenship status. Under the terms of the settlement agreement, Postal Express will pay a $1,000 civil penalty to the United States, train employees on the anti-discrimination provision of the INA, and revise company policies to avoid discrimination in the employment eligibility verification process. IERs investigation further found that the Company violated 8 U.S.C. The settlement agreement requires Security to agree to train relevant employees about the anti-discrimination requirements of 8 U.S.C. Settlement Press Release Settlement Agreement, Life Generations Healthcare, LLC d/b/a Generations Healthcare (Unfair Documentary Practices) December 2014. IERs investigation determined that Masterson Staffing routinely 1) required non-U.S. citizens to provide more, different, or specific Form I-9 documents, because of their citizenship or immigration status, and 2) requested more documents than necessary from certain lawful permanent residents, by unnecessarily reverifying their permission to work. The Sheriff's Office also agreed to pay $500 in civil penalties to the United States. 1324b(a)(6). Washington Potato Company (Unfair Documentary Practices) November 2016. On April 20, 2018, the Division signed a settlement agreement with Themesoft, Inc. resolving a charge-based investigation into the companys hiring practices. Macys (Citizenship Status, Unfair Documentary Practices) June 2010. On August 24, 2015, the Justice Department issued a press release announcing it signed a settlement agreement with Nebraska Beef, resolving an independent investigation of whether the company had engaged in discriminatory documentary practices based on citizenship status during the employment eligibility verification process. IERs investigation found reasonable cause to believe that a component of the school unnecessarily beenrequiring certain workers to re-establish their work authorization based on the citizenship status of those individuals at initial hire. A Honda infotainment lawsuit settlement has been preliminarily approved for these vehicles. Master Klean Janitorial (Unfair Documentary Practices) May 2014. Rio Grande Pak Foods, Ltd. (Unfair Documentary Practices) January 2016. 1324b(a)(6) based on citizenship status. 1324b(a)(6). IERs investigation revealed that Afni rejected a lawful permanent residents valid Form I-9 documents on more than one occasion, and requested more or different documents based on her citizenship status, both of which are unfair documentary practices in violation of 8 U.S.C. On October 13, 2017, the Division signed a settlement agreement with a restaurant resolving a charge-based investigation into the companys employment eligibility verification practices. Hallaton, Inc. (Citizenship Status) March 2020. I n its lawsuit, the SEC has asked that all defendants, including Marcus, "disgorge their ill-gotten gains, plus pre-judgment interest." SEC Compl. Professional Maintenance Management (Unfair Documentary Practices) October 2022. ComForcare will also train its human resources staff about employers' responsibilities to avoid discrimination in the employment eligibility verification process and be subject to reporting and compliance monitoring by the department for 18 months. June 9, 2021 - Security Info Watch . Settlement Press Release Settlement Agreement, JMJ Talent Solutions, Inc. (Unfair Documentary Practices) May 2022. 1256), OCAHO granted OSC essentially all the monetary and injunctive relief it had requested in its July 10, 2015, Request for Remedies. In addition, the company will train its employees on the anti-discrimination provision of the Immigration and Nationality Act (INA) and provide periodic reports to the department for a period of three years. Abbott Baby Formula. 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. Bianchi Home Care, Inc. (Citizenship Status) March 2022. November 3, 2020. Oakwood agreed to compensate the individual for lost wages totaling $732, pay a $1,100 civil penalty and train its human resources employees regarding compliance with the anti-discrimination provision. In addition, two advertisements sought only applicants with Optional Practical Training status, a temporary work authorization status given to certain non-U.S. citizen students in the United States. Microsoft will pay civil penalties to the United States and train its employees who are responsible for verifying and reverifying workers permission to work in the United States. 1324b(a)(1) and (a)(6). Sinai Health System (Unfair Documentary Practices) December 2018. Potter Concrete, Inc. (Unfair Documentary Practices) April 2014. Crop Production Services, Inc. (Citizenship Status) September 2017. On August 14, 2013, the Justice Department issued a press release announcing it reached a settlement agreement with Forever 21. 1324b and undergo departmental monitoring for two years. The charge, investigated by OSC, alleged that Catholic Healthcare West engaged in a pattern or practice of Unfair Documentary Practices by requesting additional documentation from non-U.S. citizens and naturalized U.S. citizens, but not native-born U.S. citizens, at the initial employment eligibility verification stage. Among other provisions, the settlement agreement requires UCSD to pay $4,712.40 in civil penalties and to undergo IER training on the anti-discrimination provision of the INA. Settlement Press Release Settlement Agreement, Aero Precision (Citizenship Status) November 2022. Under the settlement agreement, Tecon will pay $1,542 in civil penalties to the United states, and pay $3,783.75 back pay plus $480 interest to the Charging Party. Settlement Press Release Settlement Agreement, ChemArt (Unfair Documentary Practices and Retaliation) June 2020. IERs investigation concluded that the company (1) engaged in a pattern or practice of recruiting and hiring only U.S. citizens or U.S. citizens and lawful permanent residents for certain positions without legal justification, in violation of 8 U.S.C. The company did not utilize these additional procedures when it ran U.S. Citizens through E-Verify. The agreement resolves allegations that YCS discriminated against work-authorized immigrants because of their citizenship status. The lawsuit alleges that from at least April 4, 2017, to at least July 7, 2017, TransPerfect Staffing Solutions LLC discriminated against non-U.S. citizens and dual U.S. citizens in staffing a temporary document review project for a client, and that Chancery Staffing Solutions LLC is liable for the discrimination as its successor. Under the agreement, Rose Acre paid a civil penalty of $70,000, agreed that staff involved in the recruiting, hiring, or employment eligibility verification process will participate in Division-provided training on the antidiscrimination provision of the Immigration and Nationality Act (INA), committed to review and revise its hiring policies, and acknowledged that it would be subject to Division monitoring and reporting requirements for two years. On August 13, 2021, the Division signed a settlement agreement with JP Senior Healthcare and JP Senior Management resolving an IER reasonable cause finding that the two related companies improperly rejected a new employees valid California drivers license and unrestricted Social Security card and demanded that the employee instead present a Permanent Resident card, based on the companies belief that the Charging Party who is Latino was not a U.S. citizen. The company immediately rehired the worker and gave him back pay in addition to compensatory damages when it learned of IERs investigation. On March 31, 2021, IER signed a settlement agreement with G4S Secure Solutions USA Inc., resolving claims that the company engaged in unfair documentary practices based on citizenship status in violation of 8 U.S.C. 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