Nov. 15, 2013
EEOC Meeting Highlights Challenges to Title VII National Origin Enforcement
Growing Immigrant and Ethnic Populations Require Nuanced Approaches to Enforcement of Anti-Discrimination Laws, Panel of Experts Tells Commission
WASHINGTON- The diversity, size and cultural individuality of different ethnic and immigrant groups present challenges to compliance with and enforcement of the nation's anti-discrimination in employment laws, a panel of experts told members of the U.S. Equal Employment Opportunity Commission (EEOC) at a public meeting held today. The panelists represented diverse stakeholders, including EEOC employees, representatives of major ethnic advocacy groups and management-side attorneys. Panelists included Rebecca Smith, Deputy Director of the National Employment Law Project, who provided testimony to the Commission.Read More >
Feb. 25, 2013 | Posted by: Eunice Cho
Equal Employment Opportunity Commission (EEOC) Releases Revised U Visa Certification Protocol
The Equal Employment Opportunity Commission (EEOC) has released a revised U visa protocol that provides new internal agency procedures for certification of U visa petitions. The protocol streamlines U visa certification within the EEOC, and clarifies the process for U visa certification in cases involving multiple victims of crime in the same workplace.
- The new protocol streamlines certification by designating the EEOC General Counsel as a certifying official with authority to issue U visa certifications, instead of requiring additional approval by the EEOC Chair’s office.
- The new protocol provides a procedure for certification requests where more than one individual affected by the same employment practices may be considered together, although sufficient information must be provided to enable the agency to prepare each individual’s certification form.
- The new protocol continues to require that an EEOC attorney conduct an interview with the U visa applicant as part of a factual inquiry and credibility determination required for certification. However, EEOC attorneys may consider alternatives other than an in-person interview.
NELP will coordinate a conference call with EEOC staff to discuss the new protocol in the near future. Please contact Eunice Cho at email@example.com if you are interested in participating.Read More >
Dec. 4, 2012
DHL Global Forwarding Pays $201,000 to Settle EEOC National Origin Discrimination Suit
from the EEOC:
Hispanic Workers Were Singled Out for Harassment, Agency Charged
DALLAS - Air Express International, USA, Inc. and Danzas Corporation, doing business as DHL Global Forwarding, will pay $201,000 to nine employees and provide other significant relief to settle a national origin hostile environment lawsuit brought by the U.S. Equal Employment Opportunity Commission (EEOC). The settlement, announced today, resolves the EEOC's and Plaintiff-Intervenor Carlos Villanueva's claims against DHL Global. The EEOC charged DHL Global with subjecting a class of Hispanic employees to national origin discrimination. The EEOC's suit also resolved a retaliation claim by one non-Hispanic employee who was allegedly fired for a brief time after he reported the treatment of Hispanic employees.Read More >
FILED UNDER: EEOC
Sep. 21, 2012
Filipino Nurses Prevail in One of Largest Language Discrimination Cases in Healthcare Industry
Congratulations to APALC and the EEOC!
BAKERSFIELD, Calif. - Delano Regional Medical Center (DRMC), an acute care hospital in California's San Joaquin Valley, will pay $975,000 to settle a lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC) and the Asian Pacific American Legal Center (APALC) on behalf of a class of approximately 70 Filipino-American hospital workers. The settlement, announced today, resolves the EEOC's and APALC's charges that the workers endured ongoing harassment and discrimination due to their national origin, stemming from the top levels of hospital management.
Since at least 2006, the Filipino-American hospital workers, mostly nursing staff, alleged that they were the targets of harassing comments, undue scrutiny and discipline particularly when speaking with a Filipino accent or in Filipino languages like Tagalog or Ilocano. Supervisors, staff, and even volunteers were allegedly encouraged to act as vigilantes, constantly berating and reprimanding Filipino-American employees for nearly six years. According to the EEOC, staff constantly made fun of their accents, ordering them to speak English even when they were already speaking in English. Some Filipino-American workers endured humiliating threats of arrest if they did not speak English and were told to go back to the Philippines. In a particularly offensive incident, an employee sprayed air freshener on a claimant's lunch due to the offender's self-professed hatred of Filipino food.Read More >
Sep. 11, 2012
EEOC Seeks Input on Strategic Enforcement Plan
The U.S. Equal Employment Opportunity Commission has released for public comment a draft of its Strategic Enforcement Plan (SEP). The draft of its Strategic Plan includes language to “protect immigrant, migrant, and other vulnerable workers.” Included in its priorities is language to “target disparate pay, job segregation, harassment, trafficking and discriminatory language policies affecting these vulnerable workers who may be unaware of their rights under the equal employment laws, or reluctant or unable to exercise them."
Comments on the EEOC’s Strategic Enforcement Plan are encouraged. Comments must be submitted by 5:00 pm ET on September 18, 2012 at firstname.lastname@example.org or received by mail at Executive Officer, Office of the Executive Secretariat, U.S. Equal Employment Opportunity Commission, 131 M Street, NE, Washington, D.C. 20507. The Commission plans to vote on the draft plan at the end of this fiscal year. Visit the EEOC site for more information.Read More >
FILED UNDER: EEOC