It’s important for Human Resources and talent managers to keep on top of rulings by the Equal Employment Opportunity Commission. These rulings not only keep you informed about new laws and case studies, they can be an important means of tracking trends in the world of employment management. Here are some recent rulings of which you should be aware.
Winston-Salem Healthcare Ruling
Level Four Orthotics & Prosthetics, Inc., a Winston-Salem based healthcare company, has recently come under fire for pregnancy discrimination after hiring Lesley Lawson as a billing and authorization specialist, then firing her after she put in a four-week maternity leave request.
The company is going to pay out $48,000 in damages as well as enacting a consent decree for the next five years which will see the company prohibited from taking any adverse actions against employees based on pregnancy or sex, as well as implementing annual training for managers and employees. Full disclosure of compliance with the EEOC is required.
Dunkin’ Donuts Religious Discrimination Suit
A Dunkin’ Donuts franchisee in Asheville, NC, has been found liable for religious discrimination and required to pay $22,000 under an EEOC lawsuit. The company is said to have refused to hire Darrell Littrell because of his Seventh-Day Adventist beliefs which forbid him working on the Sabbath (in this case, from sunset Friday to sunset Sunday).
This ruling comes under the Civil Rights Act of 1964 which prohibits a refusal of a job based on religion and requires reasonable accommodations for religious beliefs. The monetary damages come in addition to a consent decree requiring implementation of a policy of accommodating religious beliefs and reporting to the EEOC regarding compliance.
Enterprise Rent-A-Car Age Discrimination Ruling
Enterprise Rent-A-Car in Los Angeles has been found liable for age discrimination to the tune of $425,000 in a suit that alleged discrimination against job applicants over the age of 40. Such applicants were passed over for management trainee positions due to their age, while younger, less qualified applicants were offered jobs. There were ten specific applicants named in the suit, which was settled via a conciliation agreement and avoided formal litigation.
In addition to monetary damages, the company will provide staff training in this area and will maintain a system of record keeping which will be available to the EEOC so that they can monitor compliance.
Waste Connections Disability Discrimination Suit
Waste Connections, Inc., of Houston, TX is set to pay $45,000 in damages after losing a disability discrimination suit regarding John Frame. Frame was offered a pilot’s job by the company, but had the job offer withdrawn after he mentioned his wife’s disability. Since such a withdrawal is a violation of the Americans with Disabilities Act (ADA), the EEOC filed suit. WCI will also post a notice of compliance with the ADA and has agreed not to retaliate against those involved.
These are just a few of the recent EEOC rulings that have helped against discrimination. A solid HR Services department can help avoid problems like this in your business.