Culinaire International (Unfair Documentary Practices) September 2014. On February 9, 2015, the Justice Department reached a settlement agreement with Standard TyTape Company, resolving an investigation opened by the Division on September 25, 2014. Under the agreement, Ameritech will pay a civil penalty of $10,000 to the United States, revise its policies and procedures, train relevant employees and agents on the requirements of the INAs anti-discrimination provision, and be subject to departmental reporting requirements during the agreements two-year term. 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. Under the settlement agreement, the company will pay a civil penalty of $220,000 to the United States. Additionally, the settlement also requires Around the Clock to train employees on the requirements of the INAs anti-discrimination provision and be subject to departmental monitoring and reporting requirements. 1324b(a)(1)(B); and (2) on numerous occasions, requested copies of Permanent Resident Cards to confirm the citizenship status and work authorization of candidates who identified themselves as lawful permanent residents during the applicant screening process, in violation of 8 U.S.C. Under the settlement agreement, VRB will pay $24,000 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 one year. The Department also concluded that the Woodburn School District pre-screened the applicant when it asked for specific documentation to verify the applicants citizenship status and work authorization, but did not make similar requests of U.S. citizens, in violation of 1324b(a)(6). ComForcare agreed to settlement where it pays $1,210 in civil penalties and $524.96 in back pay. On August 5, 2013, the Department of Justice issued a press release announcing that it filed a complaint with the Executive Office of Immigration Review's Office of the Chief Administrative Hearing Officer against Autobuses Ejecutivos LLC d/b/a Omnibus Express, alleging that it engaged in employment discrimination in the hiring process based on citizenship status. On May 10, 2018, IER reached a settlement agreement with the University of California, San Diego (UCSD) resolving allegations of unfair documentary practices. The 2021 Department of Health and Human Services' Poverty Guidelines for a family of one is $12, 880.00; and for a family of two it is $17, 420.00. 1324b(a)(6). Crookham Company (Unfair Documentary Practices) June 2016. Settlement Press Release Settlement Agreement, Kelly Services, Inc. (Citizenship Status) September 2013. That's over 20% of the roughly $380 million settlement . Milestone Management Company (Unfair Documentary Practices) April 2013. 57.082 (2) (a) (1), Fla. Stat. 1324b(a)(6) by requiring non-citizens, but not U.S. citizens, to present specific types of documents as part of its employment eligibility verification process. On December 16, 2011, the Department of Justice issued a press release announcing that it filed a complaint against Home Care Giver Services, Inc., a provider of home services in southern Florida, alleging that it discriminated against one of its employees when it terminated her based on her national origin. ComForcare In-Home Care & Senior Services (Citizenship Status) December 2012. The settlement resolves the department's claims that Select Staffing violated the Immigration and Nationality Act (INA) by requiring non-U.S. citizens, but not similarly-situated U.S. citizens, to present specific documents during the employment eligibility verification process to establish their work authority. The company will also work with the department to identify and pay back pay to additional potential victims that suffered economic harm as a result of the practice. The settlement also requires Spike to train employees on the requirements of the INAs anti-discrimination provision and be subject to departmental monitoring and reporting requirements. (DJ# 197-39-150), Microsoft Corporation (Citizenship Status) December 2021. IERs investigation concluded that Aerojet misunderstood its obligations under government contracts and with federal regulations, such as the International Traffic in Arms Regulations (ITAR) and the Export Administration Regulations (EAR). IER concluded that by soliciting applications only from applicants with certain non-U.S. citizen immigration statuses and referencing the need for specific work permits that can only be obtained by non-U.S. citizens on certain temporary visas, ASTAs job advertisement unlawfully deterred U.S. citizens, lawful permanent residents, refugees, and asylees from applying for the job opportunity. PLEASE READ THIS NOTICE CAREFULLY. Under the agreement, Bel USA agreed to pay a civil penalty of $100,000 to the United States, change its employment eligibility verification policies and practices, train its relevant personnel involved in hiring and human resources on the INAs anti-discrimination requirements, and be subject to Division monitoring and reporting for a three-year period. Under the agreement, Valley Crest agreed, among other things, to modify its recruitment and hiring policy to eliminate any preference for foreign workers, and to pay $11,173 in back pay to a U.S. citizen who applied but was not hired for a job subsequently filled by a H-2B visa holder. Additionally, Diversified Maintenance Systems will participate in OSC and USCIS-sponsored training regarding the anti-discrimination provision of the INA and proper E-Verify procedures. (Suppl. The investigation, based on a referral from the Department of Homeland Securitys E-Verify program, established that ACC engaged in a pattern or practice of discrimination in violation of 8 U.S.C. The settlement requires UPS to pay a civil penalty, train its HR employees, and comply with reporting and monitoring requirements. Forever 21 (Unfair Documentary Practices) August 2013. At the same time, PMM allowed U.S. citizens to choose from among various acceptable document types. 1256), OCAHO granted OSC essentially all the monetary and injunctive relief it had requested in its July 10, 2015, Request for Remedies. The investigation stemmed from a charge filed by a naturalized U.S. citizen who received a tentative nonconfirmation (TNC) in E-Verify, but ComForcare failed to provide the Charging Party with written notice of her TNC but instead, demanded that she produce a specific List A document (i.e., an "alien card"). Crop Production Services, Inc. (Citizenship Status) December 2017. Taiyo International Inc. (Retaliation) April 2020. Amtex Systems, Inc (Citizenship Status) May 2022. On June 19, 2012, the Department of Justice issued a press release announcing that it filed a complaint against Rose Acre Farms, Inc., one of the largest egg producers in the country, alleging that it had engaged in a pattern or practice of discrimination against work-authorized non-citizens in the employment eligibility verification process. On June 26, 2018, IER reached a settlement agreement with Triple H Services, LLC (Triple H). 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. 1324b(a)(5). 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. LF Staffing Services, Inc. (National Origin, Unfair Documentary Practices) April 2011. A Universal Protection Services collective action website invites any potential Class Members to join the lawsuit. Macys Retail (Unfair Documentary Practices) June 2013. 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. MOBILE EMERGENCY HOUSING CORP. and TRACK RAT ENTERPRISES, INC. d/b/a PERFORMANCE AUTOMOTIVE & TIRE CENTER are taking legal action against HP for rendering their HP printers unusable. The Agency Staffing (Unfair Documentary Practices) February 2013. After investigating, IER determined that Triple H did not consider certain U.S. citizens for employment as landscapers in 2017 because it preferred to hire temporary foreign H-2B visa workers. Yellow-Checker-Star Transportation (Unfair Documentary Practices) October 2015. The individual, who was employment-authorized as an applicant for permanent residence, was unable to work following the rejection of her EAD. The Division's investigation established that the Office of the Sheriff improperly restricted law enforcement positions to U.S. citizens notwithstanding the fact that no law, regulation, executive order or government contract authorized it to restrict employment in this manner. 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. The agreement resolves allegations that YCS discriminated against work-authorized immigrants because of their citizenship status. This settlement is aimed to resolve the claims of 13,500 employees and ends fifteen years of litigation. The company then sought and received permission to hire 63 H-2B visa workers for these jobs by claiming that it could not find qualified and available U.S. workers. Class Action: An action where an individual represents a group in a court claim. Specifically, IERs investigation found that the synagogue, in staffing its pre-school, discriminated against a non-U.S. citizen based on citizenship status when checking the individuals permission to work in the United States. 2019 - KUSI News Allied Universal's San Diego, CA branch held a hiring event for veterans. 1324b(a)(6). The settlement requires Temple Beth El to undergo training, enhance its procedures to promote compliance with the law, undergo reporting and monitoring requirements, and pay a civil penalty. Section 1324b, and undergo departmental reporting and monitoring for 3 years. OCAHO found that OSC had demonstrated that the U.S. citizen was qualified for the job, and that Estopy Farms shifting explanations for denying the U.S. citizen employment were a pretext for prohibited citizenship and immigration status discrimination. In contrast, Ascension did not program the software to send e-mails to U.S. citizens and therefore did not notify U.S. citizens near the expiration of their documents. MJFT Hotels of Flushing LLC (Citizenship Status) November 2018. Navajo Express (Citizenship Status) December 2022. The Departments independent investigation determined that between August 2015 and December 2016, Honda Aircraft published at least 25 job postings that unlawfully required applicants to have a specific citizenship status to be considered for vacancies. 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. 01/07/2023. Settlement Press Release Settlement Agreement, Walter J. Willoughby Jr., MD., Ltd (National Origin) December 2022. The Divisions investigation determined that after aworker complained that InMotions request for a Permanent Resident Card was discriminatory under the INA, the company removed worker from its pool of candidates available for job placement. Under the settlement agreement, Rio Grande will also pay $1,800 in civil penalties, and designated human resources and managerial personnel must undergo training by the Office of Special Counsel. On June 11, 2019, IER signed a settlement agreement with Sam Williamson Farms, Inc. (SWF), resolving an independent investigation into whether the company failed to consider U.S. workers, because of their citizenship status, for strawberry picking positions, in violation of 8 USC 1324b(a)(1)(B). On March 19, 2020, the Division signed a settlement agreement with Hallaton Inc., a construction company headquartered in Sparks, MD. On July 15, 2021, the Division signed a settlement with Around the Clock Dispatch Inc. resolving a reasonable cause finding that the company retaliated against a worker because he asked for the departments help in addressing his concerns about an immigration-related employment practice, in violation of 8 U.S.C. On February 20, 2013, the Department of Justice issued a press release announcing it reached a settlement agreement with FTD, Inc. 100+ Top Class Action Lawsuits No Proof Required [2023] Check our list of all the open top class action lawsuits. The Division also concluded that R.E.E. The Divisions charge-based investigation determined that, contrary to Omnicares own policies, the Omnicare contractor failed to refer the asylees application for employment to a an Omnicare hiring manager for consideration because the applicant was not a U.S. citizen or permanent lawful resident. The investigation stemmed from a charge filed by an individual after Holliswood terminated her after discovering that her employment eligibility would need to be reverified in the future. Under the terms of the settlement, West Liberty Foods is required to pay $52,100 in civil penalties to the United States, ensure that relevant human resources officials participate in IER-provided training on avoiding discrimination in the employment eligibility verification process, post notices to employees on their rights under 8 U.S.C. v. Universal Protection Services LP d/b/a Allied Universal Security Services Class Action Lawsuit. The charge alleged that the company, prior to hire, rejected documents establishing the Charging Partys employment eligibility that it routinely accepted from U.S. citizens. Under the agreement, the company will, among other things, pay $195,000 in civil penalties, train its staff, and modify its EEV policies and practices. The settlement agreement provided for various remedies, including $27,750 in civil penalties, training, and monitoring. On October 24, 2014, the Justice Department issued a press release announcing it reached a settlement agreement with Serendipity Hearing, Inc., d/b/a Sonus Hearing Care ("Sonus"), resolving violations of 8 U.S.C. Many of the employers also posted unlawful and discriminatory advertisements on other college job recruitment platforms. SMSC will also pay the worker whose discrimination complaint prompted the investigation $7,907.81 in back pay. The investigation also established that Respondents improperly reverified permanent resident cards upon their expiration, but did not reverify documents U.S. citizens provided. Pursuant to the settlement agreement, Stellar Staffing will pay $2,250 in civil penalties, receive training on the anti-discrimination provision of the INA, and be subject to monitoring for one year. On January 13, 2021, the Division signed a settlement agreement with Collabera, Inc., to resolve claims that the staffing company: 1) implemented a discriminatory applicant screening process in which its recruiters refused to pass on to clients non-U.S. citizens who held permanent work authorization unless they could provide an unexpired immigration document, in violation of 8 U.S.C 1324b(a)(1); and 2) engaged in unfair documentary practices based on citizenship status on 39 occasions between September 4, 2018 and March 31, 2019, when Collabera recruiters required non-U.S. citizens to present specific documents to prove their work authorization because of theircitizenship status in violation of 8 U.S.C. Under the terms of the settlement agreement, Respondent will pay $34,200 in civil penalties to the United States, pay $1,044 to compensate a worker who lost wages due to its unfair documentary practices, train relevant human resources officials in avoiding discrimination in the employment eligibility verification process, and be subject to Division monitoring and reporting. R-Tronics, LLC (Citizenship Status) December 2012. Abercrombie & Fitch, Inc. (Unfair Documentary Practices) June 2015. Under the settlement agreement, Quantum will pay a civil penalty of $4500 to the United States, train its employees on the requirements of the INAs anti-discrimination provision, and be subject to departmental monitoring and reporting requirements. Specifically, IERs investigation found that from at least August 1, 2019, to June 17, 2021, Ameritech posted at least three job advertisements that announced its preference to fill positions with non-U.S. citizens with immigration statuses associated with certain employment-based visas. CitiStaff Solutions, Inc.and CitiStaff Management Group, Inc. (Unfair Documentary Practices) October 2017. The Divisions investigation concluded that Quantum violated the Immigration and Nationality Act (INA) by requiring a lawful permanent resident (LPR) to provide her Permanent Resident Card, and conditioning further consideration for referral for a fee on her compliance with this request, because the she was not a U.S. citizen. Citizenship and Immigration Services (USCIS), found that SK Food Group required work-authorized non-U.S. citizens to produce specific documents during the employment eligibility verification process, including the E-Verify process. Equal Employment Opportunity Commission (EEOC), the agency announced today. The settlement agreement provided for various remedies, including back pay for any injured parties, training, monitoring, and a civil penalty of $250,000. Commercial Cleaning Systems (Unfair Documentary Practices) June 2014. Specifically, IER concluded that Panda Express: 1) unnecessarily required lawful permanent resident workers to re-establish their work authorization when their Permanent Resident Cards expired, while not making similar requests to U.S. citizen workers when their documents expired, and 2) routinely required other non-U.S. citizen workers to produce immigration documents to reverify their ongoing work authorization despite evidence they had already provided sufficient documentation. I n its lawsuit, the SEC has asked that all defendants, including Marcus, "disgorge their ill-gotten gains, plus pre-judgment interest." SEC Compl. On June 20, 2016, the Division issued a press release announcing it reached agreements with 121 podiatry residency programs (Category 1, Category 2, Genesys Regional Medical Center and Northwest Medical Center) and the American Association of Colleges of Podiatric Medicine (AACPM) to resolve claims that they discriminated against work-authorized non-U.S. citizens by creating and publishing discriminatory postings for podiatry residents through AACPMs online podiatry residency application and matching service. California April 24 2022 Allied Universal Security Services and a slew of affiliates face a proposed class and collective action that claims they've failed to properly pay employees in the wake of a 2021 data breach that crippled the companies' timekeeping system. Gamewell Mechanical, Inc. (Citizenship Status) November 2012. The agreement recognizes that the County unilaterally reinstated the deputy sheriff with back pay and requires the County to edit job advertisements to comply with 8 U.S.C. Under the terms of the settlement agreement, IGC will pay $14,500 in civil penalties, establish a back pay fund to compensate potential economic victims, undergo training by OSC, and revise its reverification practices. IER concluded that the company unlawfully required applicants for several job advertisements to be U.S. citizens, lawful permanent residents, or holders of TN-1 visas, which excluded other work-authorized non-U.S. citizens including refugees and asylees. Under the terms of the settlement, Respondents are required to pay $225,750 in civil penalties to the United States, train relevant human resources officials on avoiding discrimination in the employment eligibility verification process, and be subject to Division monitoring and reporting. 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. Under the settlement agreement, ASTA is required to train its employees on the requirements of the INAs anti-discrimination provision and to be subject to departmental monitoring and reporting requirements for a two-year period. Mar-Jac will also review and revise its hiring policies as necessary, and be subject to Division monitoring and reporting requirements for two years. Chancery Staffing Solutions, LLC a/k/a TransPerfect Staffing Solutions, LLC(Citizenship Status) May 2019. The Divisions investigation found that MDCPS required non-U.S. citizens to produce more documents than necessary for the purpose of verifying their employment eligibility, but did not make those requests of U.S. citizens. This is the eighth settlement in this Administrations effort to combat discrimination against U.S. workers for job opportunities. On May 23, 2017, IER reached a settlement agreement with Carrillo Farm Labor, LLC (Carrillo Farm). Allied Universal security officers, agents, guards, professionals, supervisors, and managers, as well as operations assistants in New York have been underpaid for their regular hours and overtime for the last six years, Griffith charges. Pursuant to the settlement agreement, the company agreed to undergo training regarding its responsibilities under the anti-discrimination provision of the INA and also agreed to provide a handout to newly-hired workers explaining their employment rights under the INA. Both lawsuits have reached a settlement and as part of that, Uber has agreed to pay $20,000,000 and will change certain policies that affect . The settlement agreement provided for various remedies, including $175,000 in civil penalties, $100,000 in back pay for any injured parties, training, and monitoring. Further, the investigation established that ComForcare requested that non-U.S. citizens and persons perceived to be non-U.S. citizens produce a List A employment eligibility document to establish their employment eligibility rather than allowing these individuals to show their choice of valid documentation. Settlement Press ReleaseSettlement Agreement, Tecon Services, Inc. (Unfair Documentary Practices) June 2021. Pursuant to the settlement agreement, FTD will pay $1,800 in back pay to the charging party, $3,000 in civil penalties, and receive training on the anti-discrimination provision of the INA. Imagine School, Inc. (Unfair Documentary Practices) May 2012. On September 27, 2012, the Department of Justice issued a press release announcing a settlement agreement with Diversified Maintenance Systems, LLC, a janitorial service company, resolving allegations that the company retaliated against the charging party by failing to reinstate her after she solicited USCIS' assistance in resolving an erroneous E-Verify Final Non-Confirmation notice. On March 5, 2018, IER signed a settlement agreement with West Liberty Foods, L.L.C. The settlement requires Lady M to undergo training, enhance its procedures to promote compliance with the law, undergo reporting and monitoring requirements, and pay a civil penalty. Omnicare Health (Citizenship Status) January 2018. Hartz is also required to pay a civil penalty of $1,400, and be subject to department monitoring. The settlement requires Amtex to undergo training, enhance its procedures to promote compliance with the law, undergo reporting and monitoring requirements, and pay a civil penalty. On April 7, 2020, the Division reached a settlement agreement with Taiyo International Inc. (Taiyo), a Minnesota-based company that develops, produces, and sells various food and pharmaceutical ingredients, resolving an investigation into whether Taiyo retaliated against a work-authorized individual because the worker asserted her rights under 8 U.S.C. The investigation also established that the Charging Party was denied employment as a direct result of the discriminatory documentary practices. Indrescom Security Technology, Inc. (Unfair Documentary Practices) March 2012. IER also determined that Gap discriminated against some non-U.S. citizens by requesting that they provide specific documents to confirm that they still had permission to work. Allied Security Class Action Welcome to the website for the Reginald Moore, et al. Settlement Press ReleaseSettlement Agreement, University of California, San Diego (Unfair Documentary Practices) May 2018. Huber has also agreed to provide its employees training on the anti-discrimination requirements of the Immigration and Nationality Act (INA), adopt nondiscrimination policies with respect to recruitment and hiring, and maintain and submit records to the Department of Justice for the one-year term of the agreement. Specifically, IERs investigation found that from at least May 8, 2019, to September 21, 2019, Ikon posted at least eight job advertisements for information technology (IT) positions that solicited applications from non-U.S. citizens with immigration statuses associated with certain employment-based visas and, in so doing, harmed U.S. workers by unlawfully deterring or failing to fairly consider them for hire, including the Charging Party. On November 21, 2016, the Division signed a settlement agreement resolving its investigation of Denver Sheriff Department. 1324b(a)(6) when it instructed the worker to produce another DHS document. 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. MUY Brands, LLC (Unfair Documentary Practices) October 2019. On November 4, 2021, IER signed a settlement agreement with Rehrig Pacific Company (Rehrig), resolving a reasonable cause finding that the company discriminated against a lawful permanent resident during the Form I-9 reverification process. The Divisions investigation concluded that Themesoft, Inc. refused to consider an asylee for employment because of his citizenship status. 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. Igloo also agreed to implement measures intended to improve its recruitment of U.S. workers if the company seeks to hire H-2B visa holders within the next three years. 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. The Office of the Sheriff had already addressed an identified victim's back pay claims through an earlier agreement based on a private lawsuit. United Continental Holdings, Inc./United Airlines, Inc. (Unfair Documentary Practices) September 2014. On October 19, 2010, the Department of Justice issued a press release announcing a settlement agreement with Catholic Healthcare West, a hospital-system with 41 facilities throughout California, Nevada, and Arizona. . Under the terms of the settlement agreement, the Respondents paid a combined $1,450 in civil penalties, provided back pay to both charging parties, and will undergo training. Case No. The investigation also determined that ESGW required other non-U.S. citizens to present unnecessary immigration documents to prove their authorization to work in the United States, in violation of the Immigration and Nationality Act (INA)s anti-discrimination provision. 1324b(a)(6). Abbott Baby Formula. The Divisions investigations concluded that R.E.E. 1324b(a)(6). The agreement resolved allegations that the company rejected a work-authorized asylee, at both initial hire and when subsequently re-verifying the refugee's employment authorization, rejected the employee's valid driver's license and unrestricted Social Security card and required him to produce an Employment Authorization Document (EAD). The lawsuit alleges that Allied Universal forced Security Agents, Operations Assistants and Supervisors to work "off-the-clock" before their scheduled shifts, during meal breaks, following the completion of their scheduled hours and while traveling between posts on JFK property, among other allegations. Settlement Press Release Settlement Agreement, Vincent Porcaro, Inc. 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