Additionally, the EEOC, the NAACP and Falcon Foundry signed a conciliation agreement that requires Falcon Foundry to pay substantial monetary relief to identified victims hold managers and supervisors accountable for discrimination in the workplace and provide ongoing training to all employees revise its policies and procedures for dealing with discrimination and report to the EEOC for the agreement's multi-year term. The company conducted an internal investigation, trained its employees, and terminated the company official to address the claims filed against it. On these bases, the EEOC found that a class of individuals were harassed and discriminated against because of their race, Black their national origin, Hispanic or their association with a Black or Hispanic employee in violation of Title VII of the Civil Rights Act of 1964. The EEOC also found that Black and Hispanic employees were disciplined for violating company policies while Caucasian employees who violated the same policies were not disciplined. The NAACP filed an EEOC charge on behalf of some employees and the EEOC's investigation found that a top company official subjected employees to derogatory racial comments and that there was a noose hanging in the facility. In January 2020, Falcon Foundry Company agreed to resolve a racial harassment class case which was filed against it by the Youngstown Branch of the National Association for the Advancement of Colored People (NAACP) and the EEOC.

Jacksonville Plumbers and Pipefitters Joint Apprenticeship and Training Trust, Case No. In addition to the monetary relief, the four-year consent decree provides for extensive injunctive relief to help secure a diverse workforce requires JPPJATT to hire a consultant to review and revise its selection process and implement and train employees in the new process enjoins JPPJATT from discriminating against Black applicants on the basis of race in the future and requires the company to hold information sessions at locations in the Black community. In January 2020, Jacksonville Plumbers and Pipefitters Joint Apprenticeship and Training Trust (JPPJATT), which sponsors an apprenticeship program that trains participants to work in the plumbing and pipefitting industries in Northern Florida, revised its selection process, paid $207,500 and provided other significant equitable relief to settle EEOC’s class race discrimination lawsuit which sought relief for applicants who allegedly were denied apprenticeship positions because they were Black.d/b/a B&P Enterprises, and Desoto Marine,LLC, Civil Action No.

The decree also mandates training of employees and the reporting of any future complaints of race harassment to the EEOC. Under the two-year consent decree, the businesses will revise their anti-racial harassment policies create an 800-hotline number for employees to report complaints about discrimination, harassment and retaliation and conduct exit interviews of employees who leave the company. 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 assigned Black employees the more dangerous job duties.

In March 2020, Prewett Enterprises, Inc., doing business as B&P Enterprises, and Desoto Marine, LLC, rail services and disaster response companies, paid $250,000 and furnished other relief to settle a race harassment case brought by the EEOC.The EEOC further claims the owner of Porous Materials did nothing to put a stop to the harassment. The extreme bullying and harassment allegedly included a manager using racial slurs toward his employees, calling foreign workers “terrorists,” telling immigrants to leave America, and making unwanted sexual advances toward female employees. In March 2020, Porous Materials, a manufacturer in Ithaca, NY, must pay $93,000 in monetary relief and report any future harassment allegations directly to the EEOC to settle claims that it engaged in pervasive harassment based on race, sex and national origin, according to a recent EEOC lawsuit.Intersectional Discrimination/HarassmentĮ-RACE AND OTHER EEOC INITIATIVES Systemic.These cases illustrate some of the common, novel, systemic and emerging issues in the realm of race and color discrimination. Below is an inexhaustive list of significant EEOC private or federal sector cases from 2003 to present. Under the E-RACE Initiative, the Commission continues to be focused on the eradication of race and color discrimination from the 21st century workplace and is seeking to retool its enforcement efforts to address contemporary forms of overt, subtle and implicit bias. In enforcing Title VII's prohibition of race and color discrimination, the EEOC has filed, resolved, and adjudicated a number of cases since 1964.

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