The subsequent investigation revealed that Holliswood imposed greater requirements to verify employment eligibility for lawful permanent residents as compared to U.S. citizen employees. 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. When the electrician and his wife objected to the hiring practice, the recruiter did not continue considering the electrician for employment. The agreement resolves allegations that YCS discriminated against work-authorized immigrants because of their citizenship status. IERs investigation concluded that from at least January 1, 2015 to July 30, 2018, a USSA human resources staff member responsible for completing the employment eligibility verification process for the companys Fairfax, Virginia office,requested lawful permanent residents, but not similarly situated U.S. citizen employees, produce a permanent resident card, a List A document, to prove their employment eligibility, in violation of 8 U.S.C. The charges alleged that Rio Grande asked the Charging Parties to produce new Permanent Resident Cards when their prior cards expired, even though this is not permitted under Form I-9 rules, and fired the two workers when they did not comply with the companys request. On September 3, 2019, IER signed a settlement agreement with Allied Universal Holdco, LLC (Allied Universal), which had acquired U.S. Security Associates (USSA), to resolve a reasonable cause finding that a USSA branch office had violated the anti-discrimination provision of the Immigration and Nationality Act. On January 30, 2014, the Justice Department issued a press release announcing it reached a settlement agreement with City of Waterloo, Iowa, resolving allegations that the city violated the anti-discrimination provision of the Immigration and Nationality Act (INA) when it imposed a U.S. citizenship requirement in its hiring process for entry-level firefighters. IERs investigation found that UPS discriminated against a newly hired lawful permanent resident in Jacksonville, Florida, by asking him for his Permanent Resident Card and work visa, to prove his permission to work, even though he had already shown his drivers license and unrestricted social security card, which were sufficient proof. Case No. April 8, 2020. This settlement is aimed to resolve the claims of 13,500 employees and ends fifteen years of litigation. In addition, the district will receive training 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. On August 29, 2014, the Department of Justice issued a press release announcing that it filed a complaint against Louisiana Crane Company, LLC d/b/a Louisiana Crane and Construction, a company that provides crane, construction and other industrial services, due to allegations of Unfair Documentary Practices against non-U.S. citizens. On March 8, 2011, the Division and the New York Regional Office of the U.S. Under the agreement, DC Precision Machining will pay back pay of over $21,000 to the worker and a civil penalty of $13,400 to the United States, revise its policies and procedures, train relevant employees on the requirements of the INAs anti-discrimination provision, and be subject to departmental reporting requirements during the agreements two-year term. In this lawsuit, filed January 2019 in a Georgia federal . Pursuant to the settlement agreement, The Agency Staffing will pay $8,400 in civil penalties, and receive training on the anti-discrimination provision of the INA. Settlement Press Release Settlement Agreement, J.C. Penney (Unfair Documentary Practicers) June 2018. Oakwood Health Promotions (Citizenship Status) December 2010. On April 3, 2020, IER signed a settlement agreement with Southwest Key Programs (SKP), an organization that operates detention centers, resolving claims that SKP retaliated against a former employee. On February 1, 2019, the Division reached a settlement agreement with Honda Aircraft Company, LLC (Honda Aircraft) to resolve a reasonable cause finding that Honda Aircraft violated the anti-discrimination provision of the Immigration and Nationality Act (INA) by refusing to consider or hire work-authorized non-U.S. citizens because of their citizenship status. The judgment from the suit is for all the members of the group (class). Rose Acre Farms, Inc. (Unfair Documentary Practices) June 2012. Paramount Staffing (Unfair Documentary Practices) September 2013. IERs investigation also found that DC Precision Machining terminated a U.S. citizen worker when she refused to present the requested document, even though she had already presented sufficient documentation to complete the Form I-9. According to the settlement agreement in U.S. District Court in Los Angeles, Transamerica will pay up to $88 million in account value . Settlement Press Release Settlement Agreement, Garland Sales, Inc. (Retaliation, Unfair Documentary Practices) December 2011. 1324b(a)(6) by requesting newly-hired non-U.S. citizens, but not U.S. citizens, produce specific documents to establish their work authorization. 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. IER concluded that SpringShine placed an advertisement which by its plain language was directed only to workers seeking H-1B visa sponsorship, which unlawfully deterred U.S. citizens, lawful permanent residents, refugees, and asylees from applying for the employment opportunities. 1324b(a)(6). Under the terms of the settlement agreement, Macys will, among other provisions, pay a civil penalty of $8,700, be subject to OSC monitoring, and will give additional training for its Glendale human resources personnel. The settlement requires Technology Hubs employees and agents to undergo training, pay a $12,000 civil penalty, revise its policies and procedures, and undergo monitoring for three years to ensure compliance. At the same time, PMM allowed U.S. citizens to choose from among various acceptable document types. 1324b(a)(1) and (a)(6). On June 23, 2016, the Division issued a press release announcing it reached a settlement agreement with Powerstaffing, Inc., resolving alleged violations of 8 U.S.C. Amiga Informatics, Inc. (Citizenship Status) February 2023. Under the settlement agreement, Hallaton will pay a civil penalty of $ 43,143 to the United States, pay up to $80,000 in back pay to affected U.S. workers, and conduct enhanced U.S. worker recruitment and advertising for future positions. On October 15, 2015, the Justice Department issued a press release announcing it reached a settlement agreement with North American Shipbuilding, resolving an OSC investigation. 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. IERs investigation, which began after the worker filed a charge, determined that ChemArt unlawfully requested a specific immigration document from the worker based on her perceived citizenship status and then withdrew her job offer after she opposed the document request. On January 15, 2015, the Justice Department issued a press release announcing it reached a settlement agreement with U.S. Service Industries (USSI), resolving violations of 8 U.S.C. Citizenship and Immigration Services (USCIS), found that SD Staffing required work-authorized non-U.S. citizens to produce specific documents in connection with SD Staffing's use of the E-Verify program. 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 February 8, 2013, the Department of Justice issued a press release announcing that it reached a settlement agreement with Avant Healthcare Professionals to resolve allegations that the company engaged in a pattern or practice of citizenship status discrimination by posting job advertisements impermissibly preferring foreign-trained individuals seeking permanent residence or H-1B visa sponsorship over U.S. workers. 1324b(a)(6). 1324b. On February 20, 2013, the Department of Justice issued a press release announcing it reached a settlement agreement with FTD, Inc. AllianceIT (Citizenship Status) August 2020. Under the settlement agreements, the residency programs and AACPM are required to comply with several injunctive terms to prevent future discrimination, such as training and ensuring future job postings do not contain discriminatory language. R-Tronics, LLC (Citizenship Status) December 2012. On March 31, 2021, the Division signed a settlement agreement with Adaequare Inc. (Adaequare) to resolve an independent investigation into whether the company engaged in citizenship or immigration status discrimination in violation of 8 U.S.C. On October 27, 2021, IER signed a settlement agreement with Priority Construction, Inc., a construction company headquartered in Baltimore, MD. Under the settlement agreement, the company will pay a civil penalty of $34,200 to the United States and train its employees on the requirements of the INAs anti-discrimination provision, and be subject to departmental reporting requirements. On May 16, 2011, the Department of Justice issued a press release announcing a settlement agreement with Maricopa County Community College District resolving allegations that it engaged in a pattern or practice of Unfair Documentary Practices against non-U.S. citizens in the hiring and employment eligibility verification process. Class Action Cases. 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. 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. 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. As part of the settlement Catholic Healthcare West has agreed to pay $257,000 in civil penalties and $1,000 in back pay to the Charging Party. 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. (DJ# 197-80-45), Settlement Press Release Settlement Agreement, Buddys Kitchen, Inc. (Unfair Documentary Practices) January 2022, On January 10, 2022, the Division signed a settlement agreement with Buddys Kitchen, Inc. (Buddys Kitchen) resolving a reasonable cause finding that Buddys Kitchen had engaged in unfair documentary practices in violation of 8 U.S.C. The settlement also resolves claims that the company routinely discriminated against lawful permanent residents by asking them for more or different documents than legally required to demonstrate their continuing permission to work, although they had already provided documents showing permanent work authorization. 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. Under the agreement, SWF agreed to pay $60,000 in civil penalties to the United States, make up to $85,000 available for back pay to U.S. workers, engage in enhanced recruitment efforts for U.S. workers, participate in IER-provided training on the anti-discrimination provision of the INA, and undergo departmental reporting and monitoring for three years. On November 18, 2021, IER signed a settlement agreement that resolves a reasonable cause finding that SV Donuts One LLC (SV Donuts) committed an unfair documentary practice in violation of 8 U.S.C. 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. 1324b(a)(6). 1324b(a)(6). 24 December 2019. Nebraska Beef, Ltd (Unfair Documentary Practices) October 2015. 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 Division initiated the investigation based on information obtained by E-Verify. 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. IERs investigation concluded that there was reasonable cause to believe that the company discriminated against the charging party, an asylee, by removing him from the hiring process for a job at the hotel because he was not a lawful permanent resident or U.S. citizen. Under the agreement, DB will pay $7,700 in civil penalties to the United States, be trained on its employment eligibility verification policies and procedures, and be subject to monitoring of its employment eligibility verification practices for one year. IERs investigation also found that Scott Insurance committed unfair documentary practices against the Charging Party, a lawful permanent resident, when it specifically asked for his Permanent Resident Card (PRC) to assess his employment eligibility, then rejected that valid document, in violation of 8 U.S.C. July 14, 2021 - ABC Action News Allied Universal Hiring in Tampa (opens in a new window) June 2021. The investigation revealed that the City of Waterloo refused to consider the charging party's application on the basis of his status as a lawful permanent resident. On October 15, 2019, IER entered into a settlement agreement with Marion County School District 103, aka Woodburn School District, resolving a charge-based investigation under the anti-discrimination provision of the Immigration and Nationality Act. Hines Nurseries (Citizenship Status, National Origin) July 2009. 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. CarMax will pay $186,480; Axis Analytics will pay $53,872; Capital One Bank will pay $49,728; and Walmart will pay $41,440. Both companies do business as Allied Universal, she says. On June 12, 2014, the Justice Department issued a press release announcing it reached a settlement agreement with Commercial Cleaning Systems resolving allegations that the Denver, Colorado-based company violated the anti-discrimination provision of the Immigration and Nationality Act (INA) by routinely requesting specific DHS-issued documentation from work-authorized non-U.S. citizens during the employment eligibility verification processes while not making similar demands of U.S. citizens. Under the terms of the settlement agreement, La Farine will pay $26,000 in back pay and other compensation to the Charging Party, and $300 in civil penalties to the United States, and be subject to monitoring of its hiring practices by the Division for a two-year period. The settlement agreement requires that The City of Eugene pay $3,000 in civil penalties, comply with specific injunctive and corrective action requirements, and be subject to monitoring for a three year period. 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. Amtex is an IT recruitment company that, among other things, identifies candidates for third parties who are seeking IT professionals. 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. The Department also concluded that the SKP human resource staffer further retaliated against the former employee by spreading misinformation about him to colleagues to prevent him from being rehired. On March 19, 2020, the Division signed a settlement agreement with Hallaton Inc., a construction company headquartered in Sparks, MD. : 34-2019-0027090 Please note that this matter is currently on appeal to the Third District Court of Appeal. As part of the settlement agreement, AAP will pay $22,000 in civil penalties to the government. The Divisions amended complaint alleged that from at least June 2009 until at least December 22, 2011, Rose Acre engaged in a pattern or practice of unfair documentary practices in violation of 8 U.S.C. On November 16, 2020, the Division signed a settlement agreement with the School Board of Palm Beach County resolving claims that the School District routinely asked non-U.S. citizens to provide documents issued by the Department of Homeland Security, such Permanent Resident Cards, to prove their employment eligibility, even though the individuals may have wished to present other valid documentation, such as an ID and unrestricted Social Security card. On December 23, 2022, IER secured a settlement with Walter J. Willoughby Jr., MD., Ltd. to resolve IERs reasonable cause finding that the company discriminatorily fired a longstanding employee based on her national origin, in violation of 8 U.S.C. 1324b(a)(1). Just two days after the Zapata Hernandez death, a man who said he was assaulted by MTS and Allied officers in February 2018 settled a federal lawsuit for $150,000, court records show. On August 1, 2018, the Division signed a settlement agreement with Rose Acre Farms, Inc. (Rose Acre), one of the largest egg producers in the United States, resolving the Divisions suit alleging that the company discriminated against work-authorized non-U.S. citizens when verifying their work authorization. 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. The department's investigation, which was initiated based on a referral from the U.S. IERs investigation determined that from at least mid-January 2019, until mid-March 2019, the company did not fairly consider potentially qualified U.S. workers for laborer positions because it preferred to hire individuals with H-2B visas, in violation of 8 U.S.C. Holding Co. Inc., resolving an investigation of a pattern or practice of hiring discrimination based on citizenship status. IERs investigation of the former employees charge determined that an SKP human resource staffer told the former employee that SKP would not rehire him because he had previously stated that he would file a discrimination complaint to challenge what he believed was SKPs unfair rejection of his Form I-9 documentation. Tuscany will also receive OSC-sponsored training regarding the anti-discrimination provision of the INA, be subject to reporting and monitoring requirements, and will revise its employment eligibility verification procedures. On November 25, 2014, the Justice Department issued a press release announcing it reached a settlement agreement with La Farine Bakery (La Farine), resolving a violation of 8 U.S.C. Under the agreement, Potter Concrete will pay $115,100 in civil penalties to the United States, revise its employment eligibility verification policies, and be subject to monitoring of its employment eligibility verification practices for one year. Under the terms of the agreement with Travel Management Company, the company will pay $22,000 in civil penalties to the United States. Complaint Press Release Complaint, Sellari's Enterprises, Inc. (Unfair Documentary Practices) June 2017. On September 18, 2018, IER signed a settlement agreement with Palmetto Beach Hospitality, LLC (Palmetto) resolving IERs finding that there was reasonable cause to believe the company had denied U.S. citizens employment in 2017 because it preferred to hire temporary foreign H-2B visa workers. Chancery Staffing is the successor to TransPerfect Staffing Solutions LLC and continues to do business as both TransPerfect Staffing Solutions and TransPerfect Legal Solutions. A Universal Protection Services collective action website invites any potential Class Members to join the lawsuit. IERs investigation found that ESGW, a non-profit organization headquartered in Great Falls, MT, which also operates in Utah, Idaho and Wyoming, discriminated against an asylee by rejecting her documents that were valid proof of work authorization and demanding different documents to verify her employment eligibility, based on her immigration status. On August 14, 2013, the Justice Department issued a press release announcing it reached a settlement agreement with SOS Employment Group. Brand agreed to pay $43,560 in civil penalties and $7,200 in back pay to an identified victim. No proof of purchase is required. On December 7, 2021, the Division signed a settlement with Microsoft Corporation that resolved claims that the company discriminated based on citizenship status against non-U.S. citizens. On May 17, 2017, the Division signed a settlement agreement with Respondents resolving a lawsuit alleging that Respondents Form I-9 employment eligibility verification practices violated the anti-discrimination provision of the Immigration and Nationality Act. IERs investigation found that Amiga posted at least six facially discriminatory job advertisements in 2021. resolving a reasonable cause finding that the companys employment eligibility verification practices at its Bolingbrook, Illinois plant violated the anti-discrimination provision of the Immigration and Nationality Act. On, May 6, 2010, the Division reached a settlement agreement with Argosy University in Nashville, Tennessee, and its parent company, Education Management Corporation (EDMC) of Pittsburgh, to resolve allegations that Argosy refused to hire a lawful permanent resident because of his citizenship status and intimidated him for reporting the schools refusal to hire. On August 5, 2014, the Justice Department issued a press release announcing it reached a settlement agreement with Isabella Geriatric Center (IGC), a nursing home in New York City, resolving an allegation that the company engaged in a pattern or practice of citizenship status discrimination during the employment eligibility reverification process in violation of the anti-discrimination provision of the Immigration and Nationality Act (INA). Security Management of South Carolina, LLC (Citizenship Status) October 2020. IERs investigation concluded that Aero Precision had a policy of unlawfully screening out certain non-U.S. citizen job candidates, including asylees and refugees. Afni, Inc. (Unfair Documentary Practices) December 2018. 1324b, and be subject to departmental monitoring. On December 6, 2011, the Department of Justice issued a press release announcing that it filed a complaint against the University of California San Diego Medical Center, the largest hospital system in San Diego County, alleging that it engaged in a pattern or practice of discrimination in the Form I-9 employment eligibility verification and reverification processes by requesting non-citizen employees to provide specific documents as a condition of employment. Leading cloud software provider Blackbaud has been sued in 23 proposed consumer class action cases in the U.S. and Canada related to the ransomware attack that the . 1324b(a)(6). 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. As part of the settlement agreement, UNFI will pay $3,190 in civil penalties to the government and has already paid full back pay to the Charging Party. On May 17, 2021, the Division signed a settlement agreement with Aerojet Rocketdyne, Inc. (Aerojet), a to resolve a charge-based investigation into whether the company engaged in citizenship or immigration status discrimination in violation of 8 U.S.C. 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. 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. 2617 Family . Under the settlement agreement, the company will train its employees on anti-discrimination obligations, and be subject to departmental reporting requirements. Constructor Services, Inc. (Unfair Documentary Practices) October 2014. 1324b(a)(6) by requesting specific documents from non-U.S. citizens, but not U.S. citizens, to complete the I-9 form. Despite receiving over two dozen applications from available and qualified U.S. workers through the Maryland Workforce Exchange, Hallaton hired none of them. 1324b(a)(1)(B) and (a)(6). Settlement Press Release Settlement Agreement Back Pay Survey, Bel USA, LLC (Unfair Documentary Practices) July 2020. Designated company human resources and managerial 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 INA. 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). On February 2, 2017, the Division signed a settlement agreement, previously signed by Levy, requiring Levy to pay $2,500 in civil penalties to the United States, train its relevant human resources officials on avoiding discrimination in the employment eligibility verification process, and be subject to Division monitoring and reporting requirements for two years. Avis Budget e-Toll Related Charge Class Action Lawsuit. 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. 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. On May 29, 2019, IER signed a settlement agreement with El Expreso Bus Company (El Expreso), resolving IERs reasonable cause conclusion that the company failed to consider U.S. workers for its temporary bus driving position in 2016 because it preferred to hire temporary H-2B visa workers for those positions, in violation of 8 USC 1324b(a)(1). On October 5, 2020, the Division signed a settlement agreement with WinCraft, Inc. resolving claims that WinCraft routinely required lawful permanent residents to provide their Permanent Resident Cards (sometimes known as green cards) to prove their work authorization at both the initial hire and re-verification stages, both in violation of the Immigration and Nationality Acts anti-discrimination provisions, 8 U.S.C. Pursuant to that statute, a person is indigent if their income is equal to or below 200% of the federal poverty guidelines. On December 12, 2022, IER secured a settlement with Secureapp Technologies, LLC (Secureapp) to resolve IERs reasonable cause finding that the company engaged in a pattern or practice of hiring discrimination based on citizenship status, in violation of 8 U.S.C 1324b(a)(1)(B). Under the terms of the settlement agreement, Indrescom agrees to pay $7,000 in back pay to the charging party, train its human resources personnel about employers' responsibilities to avoid discrimination in the employment eligibility verification process, and to be subject to reporting and compliance monitoring requirements for three years. Perspective Talent, LLC (Citizenship Status) November 2019. Typically, members of a class action lawsuit must all have been harmed in the same way by a defective product or some other actionable offense.
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