One of the world’s largest funeral home companies faces a class-action lawsuit by up to 6,000 current and former employees for failure to pay back wages and overtime of between $40 and $70 million.
Service Corporation International owns more than 1,700 funeral homes in North America, including a string of funeral homes in Pennsylvania operating under a parent company, Alderwoods Group, based in Cincinnati.
Alderwoods already faces several lawsuits by employees alleging discrimination and harassment in its Burton L. Hirsch Funeral Home in Squirrel Hill, H.P. Brandt Funeral Home in Ross, H. Samson Funeral Home in Oakland and Reese Funeral Home in Harrisburg.
The claims include sexual harassment and lower pay for female employees as well as violations against customers. The latter include charging higher rates to Jewish patrons, violating Jewish burial customs and even corpse abuse, which has prompted some Jewish residents in Harrisburg to boycott the business.
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/2574/funeral-home-company-sued-over-wages-bias-harassment "
- Love blooms at work? Isolated romance doesn't always mean hostile work environment
- Tell well-intentioned managers: You must route all ADA accommodation requests through HR
- Contacting the Georgia Department of Labor
- When employee alleges management bias, don't blindly accept the boss's denial
- OK to treat similar rule violations differently--as long as you document your rationale