A Chicago-area staffing agency that checked almost all the boxes on the EEOC’s what-not-to-do list has agreed to settle two lawsuits filed on behalf of temp workers.
After the employees complained about alleged violations of Title VII of the Civil Rights Act and the ADA, the EEOC charged Source One Staffing with:
- Assigning female employees to a known hostile work environment
- Retaliating against two women who reported that their supervisor was making sexual advances toward them
- Categorizing jobs as “men’s work” or “women’s work” and assigning employees accordingly
- Asking impermissible pre-employment medical questions in violation of the ADA
- Refusing to assign employees to certain jobs because of their race, national origin or both.
The suits, filed in the U.S. District Court for the Northern District of Illinois, followed attempts to resolve the matter through the EEOC’s conciliation process. However, before the cases could go to trial, Source One agreed to settle for $800,000.
Under terms of the settlement, $70,000 will go to the sexual harassment and retaliation victims.
The remaining $730,000 will be distributed to a class of female employees who were not considered for certain work on the basis of their sex.
In addition to paying up, Source One must train all employees on their Title VII and ADA rights, post a notice of the settlement agreement in all its locations—and stop violating the law. An independent monitor assigned by the court will make sure the company complies.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Personality clash? Don't automatically transfer complainer
- How one missing poster doomed an Atlantic City hotel
- Prepare now for Paid Family Leave Act, taking effect in 2009
- Court: Georgia flag's Confederate design does not create a hostile work environment