A group of 11 black women who worked for South Side Chicago’s Jackson Park Hospital will split $80,000, now that the EEOC has brokered an agreement to settle charges that the hospital shunted the women into specific jobs because of their race. They claimed retaliation against at least one who complained of the treatment.
“There’s a word for assigning work on the basis of race,” said John Rowe, director of the EEOC’s Chicago District. “It’s segregation—and it has long been prohibited by federal law.”
EEOC attorneys praised Jackson Park officials for working to quickly resolve the complaint without having to go to trial.
Advice: Protect against segregation claims by basing assignments solely on employee qualifications. Monitor upward mobility patterns across different units and job titles to identify dead-end jobs. Dealing with that issue can prevent litigation and improve retention.
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- Fire blatant rule-breakers--even 'top producers'
- Former employee of music publisher sings to EEOC
- Document why you fired worker, even in cases where rationale seems crystal clear
- Even lost opportunity for overtime may be considered illegal retaliation
- Have business justification for hiring rules that could cause disparate impact