The EEOC alleged that Verizon failed to provide reasonable accommodation to individuals with disabilities as required under the Americans with Disabilities Act (ADA) through its “no fault” attendance policy. The attendance policy placed employees with a certain number of “chargeable absences” in disciplinary action which could result in termination. The company also failed to provide exceptions to the policy for individuals with disabilities whose “chargeable absences” were based on their disabilities. Thus, the EEOC asserted, Verizon terminated employees who needed reasonable accommodations because of their disabilities based on its policy.

This historic settlement demonstrates the need for employers to have flexible leave and attendance policies that provide for reasonable accommodation for employees with disabilities. Similar to the Verizon settlement, in January 2011, the EEOC staked out its stance against policies of automatic termination at the end of disability-related medical leave in a $3.2 million settlement with Supervalu, Inc., American Drug Stores, LLC, and Jewel Food Stores, Inc. To read our post about this case, click here.

Based on recent large EEOC settlements, in June 2011, the agency held a public hearing regarding leave as a reasonable accommodation under the ADA. To read about the hearing and about the EEOC’s views on leave policies under the ADA, click here.

To read the Verizon EEOC press release, click here.

In the consent decree, the EEOC said that since Nov. 1, 2003, Jewel-Osco unlawfully terminated employees with disabilities at the end of medical leaves rather than bringing them back to work with reasonable accommodations.  According to the EEOC, Jewel-Osco prohibited employees who were on one-year paid disability leave from returning to work unless they could return without any accommodation to full service and had no physical or mental restrictions   The EEOC alleged that approximately 1,000 employees of Jewel-Osco stores in the greater Chicago area were allegedly terminated under this policy since 2003.  Not all of these former employees, however, wished to participate in the suit.  Notably, according to the EEOC, not all of these former employees were found eligible by the EEOC.

The consent decree resolving the case provides a $3.2 million fund in which 110 individuals will share, bringing the average award to just over $29,000 per claimant.  In addition to the monetary relief, Jewel-Osco is required to ensure that its employees involved in making accommodation decisions undergo training on the requirements of the ADA and on the types of accommodations that are available to return their employees to the workplace.

Under the consent decree, the company will have to report regularly to the EEOC on its efforts to accommodate employees with disabilities who are attempting to return from medical leaves of absence.  Jewel-Osco must also revise its communications with such employees to assure them that they don’t need to be 100 percent healed to be considered for a return to work and to notify them of the types of accommodations that might be available if they are considering returning to work with medical restrictions.  Jewel-Osco also will hire consultants to review and recommend changes to its current job descriptions, ensure that the descriptions of the physical requirements of the job are accurate and provide recommendations on possible accommodations to common work restrictions in various positions in the stores, the EEOC said.

Supervalu denied wrongdoing.  Luke Friedrich, a spokesman for Supervalu, said that “while Supervalu and Jewel-Osco believe that we’ve fully complied with the law, we ultimately chose to settle this case in order to avoid future litigation costs, put the matter behind us and focus on our current business initiatives. Supervalu and Jewel-Osco do not discriminate on the basis of disability.  In fact, Jewel-Osco has been consistently recognized for its efforts to hire and accommodate people with disabilities, receiving awards from multiple advocacy organizations and being named one of the top employers in Illinois for people with disabilities by the Illinois Department of Human Services’ Division of Rehabilitation Services. We remain committed to providing the best possible employment opportunities for all of our associates.”

A link to the EEOC press release can be found here.

UT – The state supreme court recently reversed a trial court’s dismissal of an intentional infliction of emotional distress suit for failure to state a claim.  In this case, the plaintiff alleged that his supervisor directed his co-workers to “waterboard” him during a work retreat (hold him down while his supervisor poured water over his nose and mouth).  The supreme court’s reversal was solely premised on the fact that the trial court failed to provide a reason for the dismissal.

MI – Consumers Energy asked a court to overturn an $8 million verdict in favor of an employee who sued the company for sexual harassment and hostile work environment.

PA – A non-profit organization was found guilty of race discrimination when it fired an African-American employee.  The Pennsylvania Human Relations Commission ordered the company to undergo non-discrimination training.

IA – A federal jury awarded a hotel employee $50,000 in a sex discrimination and retaliation suit against her employer.  The employee, who described herself as “slightly more masculine”, alleged she was fired for opposing the company’s sex stereotypes for their female employees.

VA – A federal jury returned a verdict in favor of the Chesterfield County school system in an age discrimination suit brought by a former director of community relations who alleged she was forced to resign and then replaced by her younger subordinate.  For our previous post on the court’s denial of the school’s motion for summary judgment, click here.

TX – A federal jury found that five of seven FMC Technologies employees were subject to a racially hostile work environment after nooses were found in the workplace.  The jury did not award any damages and was undecided on whether the company exercised reasonable care to prevent and correct the harassing behavior.

NJ – An appeals court upheld a trial court’s decision to dismiss a Perth Amboy police officer’s second lawsuit against his former chief for retaliation; a jury found in favor of the officer in his first lawsuit for national origin discrimination.

NY – The New York State Division of Human Rights adopted the administrative law judge’s recommendation and awarded $600,000 to a former contract partner at a law firm who alleged he had been fired because of his mental health problems.  The law firm stated that the lawyer’s termination was due to unusual charges on the firm’s credit card that he attempted to pass on to clients.

TN – The city of Chattanooga withdrew its appeal of a jury verdict in favor of two former police officers who alleged age discrimination after they were fired and replaced by younger officers.  The city agreed to pay the officers $840,000 in settlement of the appeal, almost $100,000 more than the jury verdict.

CA – Verizon Communications, Inc. agreed to settle a class action suit for over $6 million. The suit was brought on behalf of a class of employees who alleged that their rights were violated under the state’s family and medical leave act.  As part of the settlement, Verizon also agreed to revise its leave policies and train its managers and human resource personnel on the proper leave procedures under the law.

NC – A chicken processor, Mountaire Farms, Inc., agreed to pay $40,000 to settle a retaliation suit brought by the EEOC on behalf of a former employee who alleged she was given a negative performance evaluation and then fired in retaliation for complaining about racial discrimination by her supervisor.

HI – 7-Eleven of Hawaii will pay $10,000 to settle a disability discrimination suit and appeal.  The suit was brought on behalf of a former employee who alleged that confidential medical information was disclosed to a prospective employer, who later rescinded a job offer.

AZ – A truck stop agreed to pay $70,000 to settle a sexual harassment suit filed on behalf of two female employees who alleged they were repeatedly harassed by customers.

MD – Three property management companies will pay $106,500 to settle a national origin discrimination and retaliation suit filed on behalf of a group of Hispanic employees who alleged they were harassed and discriminated against by the companies, including being ordered to speak only English in the workplace.  Aside from the monetary relief, the consent decree includes injunctions against discrimination and mandatory anti-discrimination training, and states that employees will be permitted to speak languages other than English in the workplace, so long as it poses no “business hardship.”

TX – AT&T Services, Inc. agreed to settle a disability discrimination suit for $60,000.  The suit was brought on behalf of a job applicant who alleged he was not hired for a technician job because of his type 2 diabetes.

MN – An appliance manufacturer agreed to modify meal break schedules for Muslim employees as part of the settlement of a religious accommodation charge brought by a group of employees who requested an accommodation for the observation of Ramadan.

KY – The owner and operator of a Pizza Hut agreed to settle a pregnancy and disability discrimination suit filed on behalf of a pregnant employee who alleged that the company disclosed her medical information with co-workers, reduced her work hours, and discharged her because of her pregnancy and in retaliation for complaining about the discrimination.  The settlement consists of back pay and a neutral employment reference for the employee.

CA – An aircraft services provider agreed to pay $600,000 to settle a national origin, race, and sex harassment suit brought on behalf of a group of male employees who alleged they were subject to harassing comments concerning their national origin, as well as sexually harassed, by a male co-worker who was subsequently promoted to a supervisory position.

TX – The owners and producers of the television show “Cheaters” paid $50,000 to settle a sexual harassment suit brought on behalf of two female office assistants who alleged they were subject to sexual harassment by the owner and managers. 

NY – A roofing company agreed to pay $1 million to settle a race discrimination suit brought on behalf of a group of African-American employees who alleged they were subject to a pattern of racial harassment and disparate treatment in job assignments and promotions because of their race.

MD – Axiom staffing will pay $35,000 to settle a disability discrimination suit brought on behalf of an applicant who alleged the company refused to place her because of her back impairment.

OK – A pizza restaurant agreed to pay $40,000 to settle a sexual harassment suit brought on behalf of a female employee who alleged she was sexually harassed by the manager.

NC – A construction company will pay $30,000 to settle a race harassment and retaliation suit brought on behalf of an African-American employee who alleged he was harassed because of his race and then discharged for complaining about it.

TN – Paramount Staffing, Inc. agreed to a $585,000 settlement in a race and national origin discrimination suit filed on behalf of a class of African Americans who alleged they were not placed into warehouse positions because of their race, and that Hispanic workers were preferred for the positions.

TX – Finch Air Conditioning and Heating, Inc. will pay $80,000 to settle a sexual harassment and constructive discharge suit brought on behalf of a group of female employees who alleged they were subject to sexual harassment by the owner.

GA – A cleaning service company agreed to pay $25,000 to settle a gender discrimination suit brought on behalf of a female supervisor who alleged she was fired because her manager wanted a male supervisor instead.

D.C. – Andre Chreky, a high-end hairstylist, agreed to settle a sexual harassment claim brought by a former employee for $7 million.  Chreky was involved in another sexual harassment suit by another employee which resulted in a $2.3 million verdict against Chreky.  Chreky is currently involved in bankruptcy proceedings.

AL – In a race discrimination case initiated in 1996, the 11th Circuit affirmed its previous ruling that the term “boy” is not by itself evidence of racial discrimination.  The case had gone through two jury trials that resulted in verdicts of over $1million for the plaintiff, a former employee of Tyson Foods who alleged he was denied a promotion because of his race.  The U.S. Supreme Court reviewed the court of appeals’ first decision and stated that although the court may have reached the right result, the meaning behind the term at issue may not always be benign depending on the context, tone of voice, inflection, etc.  Nevertheless, the 11th Circuit reinstated its previous holding that usage of the term was “non-racial in context.”

MA – A jury returned a verdict in favor of the school district in an age discrimination suit brought by a former baseball and football coach.  The long-time coach alleged that he was not rehired because of his age; the school district asserted that his termination was due in part to alleged confrontations between the coach and staffers of a local minor league baseball team.

CA – In a case of strange irony, a former Playboy TV employee was awarded $182,500 in compensatory damages and $10,000 in punitive damages after a jury concluded that she had been sexually harassed by a co-worker.

MI – A federal jury returned a $115,000 award in favor of a group of female tenants who alleged they were sexually harassed by their housing manager.

CA – A jury awarded more than $2 million to a former card dealer who alleged she was sexually harassed by her supervisor and then retaliated against after she reported the conduct.  Jottings By An Employer’s Lawyer has a post about the case here, in which he points out that the jury awarded the plaintiff 2/3 of the company’s net worth.

CA – A jury found in favor of a lawyer who was sued by his former paralegal for sexual harassment and wrongful termination.  The jury awarded the lawyer $1.55 million in damages in his defamation counter-suit.

CA – A Korea-based food company and owner of a Los Angeles restaurant agreed to pay $170,000 to settle a sexual harassment suit brought by the EEOC on behalf of a class of female employees who alleged they were harassed by their manager.

AL – A truck transportation company will pay $100,000 to settle a race discrimination and retaliation suit filed on behalf of a group of employees who alleged they were subject to a racially hostile work environment and then retaliated against when they complained about the discrimination.

IL – Silgan Containers Manufacturing Corporation agreed to pay $45,000 to settle a race discrimination suit brought on behalf of a former employee who alleged he was fired because of his race after only one month on the job.

MO – A billboard company will pay $55,000 to settle a sexual harassment and retaliation suit filed on behalf of a female employee who alleged she was subject to sexual harassment by her manager, and then fired after she complained about the conduct.

TN – Terminix International agreed to an $80,000 settlement in a sex discrimination suit brought on behalf of a former employee who alleged she was fired because she was pregnant.  The company had granted the employee medical restrictions for six weeks before terminating her employment.

MI – A health services provider agreed to pay $45,000 to settle a disability discrimination suit brought on behalf of an employee who alleged she was discriminated against because of her history of depression.  The company had granted the employee a leave of absence but then refused to allow her to return to work.

NM – A staffing firm will pay $62,500 to settle a retaliation suit brought by the EEOC on behalf of a former office supervisor who alleged he was fired for supporting a sexual harassment complaint made by a female employee.

TX – A Sears store agreed to pay $30,000 to settle an age discrimination suit filed on behalf of a 61‑year‑old job applicant who alleged he was refused a position because of his age.

IL – Jerseyville Elks Lodge will pay $107,500 to settle a sexual harassment and retaliation suit brought on behalf of three female bartenders who alleged they were sexually harassed and then retaliated against when they complained about the conduct.

MD – A transcription company agreed to a $30,000 settlement in a disability discrimination suit brought on behalf of a part-time employee with multiple sclerosis who alleged she was denied a full-time position because of her disability.

KY – A hotel managing company will pay $40,000 to settle a religious discrimination suit brought on behalf of four female employees who alleged that the company failed to provide an accommodation by not allowing them to wear their hijab to work.

PA – A farm growers’ cooperative agreed to pay $300,000 to settle a sex and national origin discrimination and retaliation suit brought on behalf of a class of female farmworkers who alleged they were subject to harassment by male coworkers and then retaliated against when they complained about the treatment.

OH – A temporary agency agreed to a $650,000 settlement in a class discrimination suit brought by the EEOC alleging that the company had engaged in discriminatory practices by profiling job applicants on the basis of race, sex, age, and national origin.  The suit also alleged that the company complied with discriminatory requests made by its clients, and unlawfully fired employees who opposed the discriminatory practices and participated in the EEOC’s investigation.

CA – Hilltown Packing Company will pay $48,000 to settle a sexual harassment and retaliation suit filed on behalf of a group of female employees who alleged they were harassed by their supervisor and then retaliated against for opposing the harassment.

MA – A national denture provider will pay $150,000 to settle a sex and race discrimination suit brought by the EEOC on behalf of two female employees who alleged they were harassed by an affiliated dentist.

PA – A temporary staffing company agreed to pay $12,000 to settle a sexual harassment and retaliation suit brought on behalf of a group of female employees who alleged they were subject to harassment by a male supervisor at an assigned work location. 

MD – An aircraft systems company agreed to a $130,000 settlement in an age discrimination suit brought on behalf of a 61-year-old employee who alleged he received poor performance reviews and was refused a promotion because of his age.

MN – A federal district court ruled in favor of the EEOC on the employer’s summary judgment motion in a disability discrimination suit.  The court found that there was an issue of fact on whether a job applicant who was deaf could have performed the job with a reasonable accommodation, especially in light of the fact that the applicant had previously performed that same type of work.

CA – A motorcycle dealership will pay $55,000 to settle a sex discrimination and retaliation suit brought on behalf of a female employee who alleged she was refused a position as a mechanic while the company hired less qualified men as mechanics.

MI – An automotive supplier has agreed to pay $190,000 to settle a race discrimination and retaliation suit brought on behalf of a group of minority employees who alleged they were denied promotions.

GA – A staffing company will pay $125,000 to settle a race and age discrimination suit brought on behalf of an employee who alleged she was discriminated against because of her race and age and then fired in retaliation after she complained about it.

AZ – A packaging manufacturer will pay $250,000 to settle an age discrimination suit brought on behalf of three former employees who alleged they were fired because of their age.

FL – Avea Drug Delivery Systems agreed to pay $58,000 to settle a disability discrimination suit brought on behalf of a former employee with renal disease who alleged she was fired upon returning from a medical leave of absence.

FL – Hilton Grand Vacations will pay $25,000 to settle a pregnancy discrimination suit brought on behalf of a former employee who alleged she was persuaded to resign her employment because of pregnancy-related complications and then not rehired, contrary to the company’s promise to rehire her after she gave birth.

AZ – Yuma Oak Tree Inn agreed to pay $75,000 to settle a religious discrimination suit brought on behalf of former employees who alleged they were forced to engage in a religious prayer ceremony despite their different religious beliefs.

AK – Starbucks will pay $80,000 to settle a disability discrimination suit brought on behalf of a job applicant with multiple sclerosis who alleged he was not hired because of his disability.

TX – Two Sonic franchises agreed to pay $55,000 to settle a sexual harassment suit brought on behalf of female employees who alleged they were harassed by their managers.

IL – A nationwide staffing company will pay $100,000 to settle a disability discrimination suit brought on behalf of a blind female employee who alleged that her job offer was revoked when the company learned of her disability.

NC – A scrap metal processing company agreed to settle an age discrimination suit for $10,000 brought on behalf of a 76-year-old man who alleged he was passed up for a position because of his age.

CA – A construction company will pay $50,000 to settle a national origin discrimination suit brought on behalf of a group of Hispanic workers who alleged they were subject to verbal harassment by their supervisor.

MS – A plastic molding company agreed to pay $190,000 to settle a sexual harassment suit brought on behalf of female employees who alleged they were harassed by a male supervisor and co-worker.

MD – The Community College of Baltimore County will pay $50,000 to settle an age discrimination suit brought on behalf of an employee who alleged she was not hired for a position because of her age.

AZ – An oral surgery clinic will pay $118,775 to settle a pregnancy discrimination suit brought on behalf of a female employee who alleged she was fired because she was pregnant, and another employee who alleged she was not hired after the company learned she was pregnant during an interview.

GA – A home builder agreed to a $378,500 settlement in a race and sex discrimination suit brought on behalf of a group of African-American sales agents who alleged they were discriminated against with respect to their compensation because of their race.  As part of the settlement, the builder also agreed to hire at least ten African-Americans and women into management positions over a six year period.

TX – Cinram Wireless will pay $40,000 to settle a religious discrimination and retaliation suit brought on behalf a former employee who alleged the company failed to accommodate her Sabbath, and then fired her in retaliation for complaining about it.

CO – PETCO agreed to pay $145,000 to settle a disability discrimination suit brought on behalf of a deaf pet groomer who alleged she was penalized during performance reviews because of her disability.

GA – State and county government agencies will pay $60,000 to settle an age discrimination suit brought on behalf of a former employee who alleged she was fired because of her age.

D.C. – A group of police officers were awarded $900,000 in a suit against the police department alleging they were retaliated against for filing a racial discrimination complaint.  The Washington Post has a story about it here.

CA – A jury awarded $159,000 to a former state agency supervisor who was terminated for reporting sexual harassment against female coworkers.

CA – A federal appeals court granted a new trial on punitive damages to a former employee who won a $2.45 million punitive damages award in a hostile work environment suit against her former company.  The trial court had reduced the award to $300,000 per the federal damages cap, but the appeals court held that punitive damages should have been determined in accordance with California law, which has no statutory cap for punitives.

NY – Drug-maker Novartis agreed to pay $152.5 million to settle a gender discrimination class action that resulted in a $250 million punitive damages award in district court.

MS – A nursing home will pay $40,000 to settle an age and race discrimination suit brought on behalf of a job applicant who alleged she was denied a position because of her age and race.

NC – Perdue Farms, Inc., agreed to pay $25,500 to settle an age discrimination suit brought on behalf of a job applicant who alleged she was denied the position because of her age.

GA – A contract security company has agreed to a $49,000 settlement in a religious discrimination suit brought on behalf of a former security guard who alleged that the company fired her instead of accommodating her practice of wearing a head scarf.

MO – A construction company will pay $15,000 to settle a race harassment suit brought on behalf of three construction workers who alleged they were subject to racial harassment on the job and then retaliated against for complaining about it.

TX – Two transportation brokerage companies agreed to pay $50,000 to settle a retaliation suit brought on behalf of a former employee who alleged he was fired for complaining about inappropriate jokes and comments by coworkers in the workplace.

AZ – A disability services company will pay $110,000 to settle a retaliation suit brought on behalf of two former employees who alleged they were retaliated against for filing a discrimination charge and participating in the investigation related to the charge.

MA – A national denture provider agreed to a $150,000 settlement in a sex and race discrimination suit brought on behalf of two former employees who alleged they were subject to sexual and racial harassment by a dentist affiliated with the company.

TN – Celestica Inc., agreed to pay $102,100 to settle a disability discrimination suit brought by the EEOC on behalf of a former employee who alleged she was refused an accommodation in the form of an electric wheelchair for her disability

TX – A Sonic Drive-In has agreed to a $31,000 settlement in a sexual harassment suit brought on behalf of a female employee who alleged she was subject to unwanted sexual conduct by her manager.

NC – A custom homes manufacturer will pay $118,000 to settle a race harassment suit brought on behalf of a group of African American employees who alleged they were subject to harassment at work because of their race.

MI – Pinnacle Airlines agreed to a $20,000 settlement in a disability discrimination suit brought on behalf of a former employee with arthritis in her knee who alleged she was fired for walking too slowly.

NY -  A fire company will pay between $180,000 and $240,000 in the form of pension benefits in an age discrimination suit brought on behalf of a group of firefighters who alleged that they were not allowed to accrue credit toward a “length of service award” after age 65.

MN – A federal judge ruled in favor of the EEOC in an age discrimination suit against the Minnesota Department of Corrections for their use of a retirement plan that provided reduced benefits for individuals over age 55.  The court held that the department’s plan was “facially discriminatory.”

AZ – An electrical contractor has agreed to pay $100,000 to settle a national origin discrimination and retaliation suit brought on behalf of a former employee who alleged he was discriminated against because of his national origin and then fired after he complained about it.

OR – Wheeler County will pay $25,000 to settle an age discrimination suit brought by the EEOC on behalf of a resident who alleged she was not selected for a job with the county because of her age, and that the county then hired a younger, less qualified person for the job.

GA – A Sonic Drive-In will pay $70,000 to settle a sex discrimination suit brought on behalf of a female employee who alleged she was subject to sexual harassment by her manager.

KY – KFC agreed to pay over $1 million to settle a sexual harassment suit brought on behalf of a group of 19 female employees who alleged they were subject to unwelcome sexual conduct by their male coworkers.

NC – An insurance company will pay $30,000 to settle a retaliation suit brought on behalf of an employee who alleged he was demoted in retaliation for reporting a sexual harassment complaint that he received from one of his subordinates.

LA – The University of Louisiana has agreed to pay $450,000 to settle an age discrimination and retaliation suit brought on behalf of a former professor and dean who alleged he was fired because of his age and then denied reemployment in retaliation for filing an age discrimination suit against the university.

MS – A car dealer will pay $85,000 to settle a sexual harassment suit brought on behalf of a group of female employees who alleged they were subject to sexual harassment on the job.  The dealership will also pay $35,000 to settle a race harassment suit brought on behalf of an African American employee who alleged he was subject to racial slurs and derogatory language because of his race.

TX – A construction company agreed to a $122,500 settlement in a religious, race, and national origin discrimination suit brought on behalf of a group of employees who alleged they were subject to harassment because of their race and religious background.

PA – Lafayette College will pay $1 million to settle a sexual harassment suit brought on behalf of five female employees who alleged they were subject to repeated sexual harassment by the college’s Loss Prevention Supervisor.

NY – The Selden Fire District has agreed to pay $263,360 to settle an age discrimination suit brought on behalf of a class of firefighters who alleged that they were not allowed to accrue credit toward a “length of service award” after age 55.

MD – A local union will pay $80,000 to settle a retaliation suit brought on behalf of a former employee who alleged she was subject to retaliation for participating in an EEOC investigation and for opposing discriminatory practices.  The suit also involved another employee who alleged she was denied a promotion after filing a discrimination charge against the union.

IN – Wal-Mart will pay $11.7 million to settle a sex discrimination suit brought by the EEOC on behalf of a group of female employees who alleged they were denied warehouse jobs because of their sex.  The settlement also requires the company to provide jobs to eligible female class members.

IL – A beverage distribution company will pay $50,000 to settle a disability discrimination suit brought on behalf of a former employee who claimed she was terminated after requesting medical leave.  According to the EEOC, the company had a policy that allowed employees to take leave only during certain months of the year.

PA – A McDonald’s franchisee has agreed to settle a disability discrimination suit for $90,000 brought on behalf of a former employee who alleged he was harassed due to his disability.

WY – A wholesale supplier will pay $33,000 to settle a sexual harassment and retaliation suit brought on behalf of a female employee who alleged she was harassed by a male co-worker and then by the manager to whom she complained about the harassment.

MO – A St. Louis construction company agreed to pay $17,000 to settle a disability discrimination suit brought by the EEOC on behalf of a former worker who alleged he was regarded as disabled by the company due to a history of liver and kidney problems.

HI – A car dealership has agreed to pay $32,500 to settle a disability discrimination suit brought on behalf of a job applicant who alleged his offer was revoked after a drug test revealed his use of prescription medications. 

WA – A tire services company will pay $2 million to settle a sex discrimination case brought on behalf of a class of female workers who alleged they were denied service jobs despite being qualified.

TN – A concrete company has agreed to pay $135,000 to settle a national origin and age discrimination and retaliation suit brought against one of its subsidiaries on behalf of an employee who alleged he was harassed and demoted because of his age and national origin, and then retaliated against for complaining.

AZ – A bottling and distribution company will pay $33,000 to settle a disability discrimination suit brought on behalf of a former employee who alleged he was fired because he had diabetes.

MN – A dry cleaning company has agreed to settle a pregnancy discrimination suit for $42,250 brought on behalf of a former employee who was transferred and then fired after she became pregnant.  According to the EEOC, the company had a policy of transferring pregnant employees from plant to store positions.

MD – A staffing services company will pay $115,000 to settle a religious discrimination suit brought on behalf of two Jewish employees who alleged they were subject to harassment by their managers and co-workers.

WI – An egg processing company has agreed to pay $50,000 to settle a disability discrimination suit brought by the EEOC on behalf of a former employee who alleged she was fired because she had epilepsy.

MO – A charter school company agreed to a $570,000 settlement in a pregnancy discrimination suit brought on behalf of two former employees who alleged they were not rehired by the company because they were pregnant.

WI – A staffing services company will pay $75,000 to settle a disability discrimination suit brought on behalf of an applicant who alleged he was not referred for a job because he was deaf.

WI – A Milwaukee manufacturing company has agreed to pay $35,000 to settle a sexual harassment and discrimination suit brought on behalf of a female employee who alleged she was harassed because of her sex.

AZ – A Sedona tour company will pay $35,000 to settle an age discrimination suit brought on behalf of a former employee who alleged she was fired after just two days on the job because of her age.

HI – Kmart has agreed to pay $120,000 to settle an age discrimination and retaliation suit brought on behalf of a former employee who alleged she was harassed and retaliated against because of her age until she was eventually forced to quit.

TX – A rental company will pay $21,500 to settle a religious discrimination suit brought on behalf of a former employee who alleged he was fired after he refused to participate in a company practice intended to show support for the military.  The employee informed the company that his religious beliefs as a Jehovah’s Witness did not permit him to participate in the practice and requested an accommodation, but the company ignored his request and then fired him.

GA – A Baptist Church school has agreed to pay $53,000 to settle two pregnancy discrimination suits brought on behalf of a former employee who was fired because she was pregnant, and a job applicant whose offer was rescinded after the school learned of her pregnancy.

IL – A baking company will pay $350,000 to settle a national origin discrimination and retaliation suit brought on behalf of a group of employees who alleged they were harassed because of their national origin and then retaliated against for complaining about the harassment.

AZ – Boeing agreed to pay $380,000 to settle two sexual harassment and retaliation claims brought on behalf of female employees who alleged they were discriminated against and harassed by male coworkers and managers.

PR – The University of Puerto Rico has settled an age discrimination suit brought by the EEOC alleging that the university discriminated against older employees with respect to their pension system.  The agreement specifies that the court will appoint an official to process and resolve the employees’ claims, estimated at over $200,000.

PA – A software company will pay $175,000 to settle an age discrimination suit brought on behalf of a former vice president who alleged he was fired because of his age and replaced by an employee 15 years younger.

CA – Landwin Management, a hotel operator, has agreed to pay $500,000 to settle two national origin bias and sexual harassment suits brought on behalf of several employees who alleged they were not hired due to their national origin, and a group of female employees who alleged they were sexually harassed.

LA – Columbia Sussex Corporation agreed to settle a sex discrimination and retaliation suit brought on behalf of a male employee who alleged he was treated differently than a female coworker and then retaliated against after he complained.  The settlement consists of paying compensation to the employee for his losses, and rehiring him at one of the company’s properties.

OR – A funeral chapel agreed to pay $62,500 to settle a disability discrimination suit brought on behalf of a former employee who alleged she was fired after she needed a wheelchair.

GA – An Atlanta clothing company will pay $40,050 to settle an age discrimination suit brought on behalf of a former store manager who alleged she was subject to disparate treatment and ultimately terminated because of her age.

IL – A federal district court approved distribution of a $6.2 million settlement in an ADA discrimination suit against Sears, Roebuck & Company on behalf of a class of employees who were terminated pursuant to the company’s workers’ compensation leave policy.  The EEOC identified 235 employees who were eligible to share in the award.  According to the EEOC, the settlement is the largest in a single ADA suit in EEOC history.

CA – A solar power company agreed to settle a disability discrimination suit for $30,000.  The suit was brought by the EEOC on behalf of an employee who was fired hours after beginning work once her supervisor discovered she was paralyzed in one arm.

NC – Branch Banking & Trust will pay $24,000 to settle a disability discrimination suit brought on behalf of a bank teller who was denied a reasonable accommodation for her hearing impairment.

CA – Big Lots, Inc. agreed to pay $400,000 to settle a race harassment and discrimination suit brought on behalf of a group of African American employees who alleged they were harassed and discriminated against by their supervisor and coworkers.

PA – UPS Freight will pay $46,000 to settle a religious discrimination suit brought on behalf of a former employee who alleged he was fired because of his religious beliefs which required him to keep a beard and long hair.

CO – Oldcastle SW Group, Inc. agreed to pay $498,000 to settle a sex discrimination and retaliation suit brought on behalf of a former employee who alleged she was harassed and discriminated against by her managers and coworkers and then terminated after she complained about the treatment.

CA – A California appellate court reversed a 6.2 million jury verdict in favor of an African American firefighter for failure to exhaust administrative remedies.  The firefighter had sued the city of Los Angeles alleging race, gender, and sexual orientation discrimination.

CA – A police officer was awarded $125,000 in a reverse discrimination and retaliation suit against the Los Angeles Police Department.

NY – A federal jury awarded nominal damages to a sheriff’s deputy in his racially hostile work environment suit against the county upon finding that he had been subject to a hostile work environment but had not suffered any damages.

NY – A jury found in favor of the county employer in a sex discrimination suit brought by a former employee who alleged he was fired after being accused of sexual harassment by a female employee.

CA – A California appeals court affirmed a $3,127,500 jury verdict in favor of a police officer in a retaliation case.  The court found substantial evidence supporting the finding that the adverse employment actions were motivated by retaliation.

DC – A jury returned a $289,669 verdict in favor of a pharmaceutical sales representative who alleged she was retaliated against for taking FMLA maternity leave.  The verdict amount will be automatically doubled under the Act’s liquidated damages provision.

MS – A judge overturned a jury verdict in favor of an African American teacher who alleged he was retaliated against after he complained of race discrimination.

PA – A federal jury returned a $6.5 million verdict in favor of an industrial manufacturer that alleged retaliation by four PA Department of Environmental Protection employees who engaged in environmental enforcement actions against the company.  The jury found that the state employees were not immune from suit because they acted outside the scope of their employment and improperly enforced environmental laws.

PA – A federal jury found in favor of the school district in a race discrimination suit brought by a former principal who alleged he was discriminated against with respect to his retirement benefits.

NY – A hotel employee was awarded $3 million by a federal jury in a retaliation suit against his employer after the employer installed a hidden camera to monitor the employee after he complained of harassment.

MS – A federal judge denied a motion to overturn a jury’s $100,000 verdict in favor of a university professor who alleged she was retaliated against by the university after she complained of gender discrimination.

VA – The Department of Veterans’ Affairs has settled a race bias suit brought by a group of African American employees who claimed they received lower bonuses and compensation than their white co-workers.  The settlement consists of a $5 million payout to be distributed among the employees.

VA – The Fourth Circuit vacated a $10 million punitive damages award in a race discrimination suit brought by a minority-owned subcontractor whose contract was not renewed by DynCorp, a defense contractor.  The court upheld the jury’s finding of liability against DynCorp, but vacated the punitive damages award for lack of evidence that DynCorp terminated the contract “’in the face of a perceived risk that [its] decision would violate federal law.”

AL – A federal jury awarded $2.7 million to a female employee who alleged she was sexually harassed by her manager.

WA – A jury found in favor of the state and the Department of Corrections in a sexual harassment and retaliation suit brought by a former officer who alleged he was harassed by two female supervisors and then transferred in retaliation.

OR – A federal jury awarded $164,000 to a former University of Oregon professor who alleged she was subject to a hostile work environment based on her race and national origin.

KY – A federal jury awarded $150,000 in a sexual harassment suit brought by a female employee who alleged she was harassed by her supervisor.   

TX – The court of appeals affirmed a $300,000 compensatory damages award in a hostile work environment suit brought by a city employee.

PA – The Third Circuit vacated a $52,000 punitive damages awarded entered in favor of a former police chief in a discrimination suit.  The appellate court upheld the liability finding.

MO – The court of appeals reversed the trial court’s finding in a reverse discrimination suit brought under the Missouri Human Rights Act against the city by an applicant for a municipal judge appointment.  The appellate court found that the Act did not apply to municipal judges because they were not “employees” within the meaning of the Act.

NY – The Second Circuit affirmed the trial court’s ruling in favor of the city employer in a race and gender hostile work environment and wrongful termination suit.

CA – A California appeals court reversed a $6.2 million verdict in a race, gender, and sexual orientation discrimination suit brought by a former firefighter against the city of Los Angeles.  The appeals court found that the plaintiff had failed to exhaust her administrative remedies.

TN – On remand to the trial court, the plaintiff in the U.S. Supreme Court case of Crawford v. Metro. Gov’t of Nashville and Davidson County (which held that the retaliation clause protects employees who report discrimination in response to a question) was awarded $420,000 in compensatory damages, over $480,000 in back pay, and $727,000 in front pay damages.

IL – Merchant State Bank agreed to pay $50,000 to settle a disability suit brought on behalf of a former employee who was prevented from returning to work after he underwent cancer treatment.

NV – A Las Vegas car dealership will pay $110,000 to settle a sexual harassment suit brought on behalf of a group of female employees who alleged they were harassed and sexually assaulted by co-workers and managers.

PA – Vanguard Group, Inc., agreed to a $300,000 settlement in a racial bias suit brought on behalf of an African American job applicant who was denied a position because of her race.

AZ – Two property management firms agreed to a $30,000 settlement in a disability discrimination suit brought on behalf of a disabled employee who alleged he was fired because of his disability and denied a reasonable accommodation.

WA – A debt collection agency will pay $55,000 to settle a disability discrimination suit brought on behalf of a job applicant who was denied a position because she was blind.

CO – A car dealership agreed to pay $1.5 million to settle a sex and age discrimination suit brought on behalf of a group of female employees who were subject to harassment and a group of male employees who were terminated because of their age.

TX – Saks Fifth Avenue will pay $170,000 to settle a disability discrimination suit brought on behalf of a former employee who alleged she was fired because of her disability.

AL – A restaurant agreed to pay $16,500 to settle a pregnancy discrimination suit brought on behalf of a female employee who alleged she was not allowed to return to work following her pregnancy.

OH – A car dealership will pay $85,000 to settle a class action suit brought on behalf of a group of African American employees who alleged they were subject to a racially hostile work environment and retaliation.

TX – A cap manufacturing company agreed to a $21,500 settlement in a sexual harassment and constructive discharge suit brought on behalf of a female employee who was subject to harassment in the workplace.

GA – A car dealership will pay $140,000 to settle a race discrimination suit brought on behalf of an African American employee who was subject to a racially hostile work environment.

IL – A medical device supplier agreed to pay $250,000 to settle a race discrimination suit brought on behalf of an employee who was terminated because of his race.  The company also agreed to reinstate the employee as part of the settlement.

NY – The Village of Mineola agreed to pay $237,072 to settle a class action suit brought on behalf of a group of firefighters who alleged they were discriminated against because of their age by being denied accrual of service credits toward their retirement benefits.

TN – Memphis Goodwill Industries, Inc., will pay $105,000 to settle a race discrimination and retaliation suit brought on behalf of an African American employee who was fired after complaining of discrimination in the workplace.

NJ – A non-profit community development organization agreed to pay $25,000 to settle a religious discrimination and retaliation suit brought on behalf of a former employee who was fired after he refused to contribute money to a cause that conflicted with his religious beliefs.

GA – U.S. Security Associates, Inc., agreed to pay $79,880 to settle a pregnancy discrimination and retaliation suit brought on behalf of a former employee who was subjected to discriminatory treatment because of her pregnancy and then fired after complaining about it.

IL – An automobile parts manufacturer will pay $428,500 to settle a sexual harassment and retaliation suit brought on behalf of a class of female employees who were subject to harassment in the workplace and retaliation for complaining about it.

GA – An assisted living facility agreed to pay $43,000 to settle a religious discrimination suit brought on behalf of a former employee who was fired for wearing a head scarf in accordance with her religious beliefs.