The company conducted an internal investigation, trained its employees, and terminated the company official to address the claims filed against it. On these bases, the EEOC found that a class of individuals were harassed and discriminated against because of their race, Black their national origin, Hispanic or their association with a Black or Hispanic employee in violation of Title VII of the Civil Rights Act of 1964. The EEOC also found that Black and Hispanic employees were disciplined for violating company policies while Caucasian employees who violated the same policies were not disciplined. The NAACP filed an EEOC charge on behalf of some employees and the EEOC's investigation found that a top company official subjected employees to derogatory racial comments and that there was a noose hanging in the facility.
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Under the two-year consent decree, the businesses will revise their anti-racial harassment policies create an 800-hotline number for employees to report complaints about discrimination, harassment and retaliation and conduct exit interviews of employees who leave the company.
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According to the EEOC's lawsuit, Prewett and Desoto supervisors and managers subjected African American employees to daily harassment and humiliation because of their race by calling them racially offensive and derogatory names and assigned Black employees the more dangerous job duties. In March 2020, Prewett Enterprises, Inc., doing business as B&P Enterprises, and Desoto Marine, LLC, rail services and disaster response companies, paid $250,000 and furnished other relief to settle a race harassment case brought by the EEOC.The EEOC further claims the owner of Porous Materials did nothing to put a stop to the harassment. The extreme bullying and harassment allegedly included a manager using racial slurs toward his employees, calling foreign workers “terrorists,” telling immigrants to leave America, and making unwanted sexual advances toward female employees.
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Below is an inexhaustive list of significant EEOC private or federal sector cases from 2003 to present. Under the E-RACE Initiative, the Commission continues to be focused on the eradication of race and color discrimination from the 21st century workplace and is seeking to retool its enforcement efforts to address contemporary forms of overt, subtle and implicit bias. In enforcing Title VII's prohibition of race and color discrimination, the EEOC has filed, resolved, and adjudicated a number of cases since 1964.