Are Blacks More Racist Than Whites? Most Americans Say Yes

[Correll]

A good question, but not when one is discussing the actions of current white people.

You are constantly speaking as though white people TODAY, are completely hostile to any participation in their events by black people.

That is absurd.

The EEOC investigates Title VII claims among other things. Is 2017 current enough for you? (these are only some of the cases in which they prevailed)

E-RACE AND OTHER EEOC INITIATIVES
Systemic

• In December 2017, Laquila Group Inc., a Brooklyn-based construction company, paid $625,000 into a class settlement fund and took measures to eliminate race bias and retaliation against black construction laborers. In its lawsuit, EEOC alleged that Laquila engaged in systemic discrimination against black employees as a class by subjecting them to racial harassment, including referring to them using the N-word, "gorilla," and similar epithets. The Commission also alleged that the company fired an employee who complained about the harassment. The consent decree also requires Laquila to set up a hotline for employees to report illegal discrimination, provide anti-discrimination training to its managers, adopt revised anti-discrimination policies and employee complaint procedures and report all worker harassment and retaliation complaints to the EEOC for the 42-month duration of the agreement. EEOC v. The Laquila Grp., Inc., No. 1:16-cv-05194 (E.D.N.Y. consent decree approved Dec. 1, 2017).
  
  
• In November 2017, after an extensive five-year, complicated systemic investigation and settlement efforts, the EEOC reached an agreement with Lone Star Community College covering recruitment, hiring and mentoring of African-American and Hispanic applicants and employees. The terms of the agreement were designed to enhance the College's commitment to the recruitment of African-American and Hispanics and to engage in meaningful monitoring of the College's efforts to reach its recruitment and hiring goals. The agreement included some novel relief, such as: implementation of a new applicant tracking system; establishing an advisory committee focused on the recruitment, development and retention of minority groups; hiring of recruitment firms; developing new interview protocol training; establishing a mentoring program for recently hired minority employees; and updating job descriptions for all college manager positions to require as a job component the diversity of its workforce.
  
  
• In August 2017, Ford Motor Company agreed to pay nearly $10.125 million to settle sex and race harassment investigation by the EEOC at two Ford plants in Chicago area. In its investigation, the EEOC found reasonable cause to believe that personnel at two Ford facilities in the Chicago area, the Chicago Assembly Plant and the Chicago Stamping Plant, had subjected female and African-American employees to sexual and racial harassment. The EEOC also found that the company retaliated against employees who complained about the harassment or discrimination. In addition to the monetary relief, the conciliation agreement provides ensures that during the next five years, Ford will conduct regular training at the two Chicago-area facilities; continue to disseminate its anti-harassment and anti-discrimination policies and procedures to employees and new hires; report to EEOC regarding complaints of harassment and/or related discrimination; and monitor its workforce regarding issues of alleged sexual or racial harassment and related discrimination.
  
  
• In July 2017, Bass Pro Outdoor World LLC agreed, without admitting wrongdoing, to pay $10.5 million to a class of African-American and Hispanic workers the EEOC alleged it discriminated against by failing to hire because of their race and/or national origin in violation of Title VII. According to the consent decree, Bass Pro will engage in good faith efforts to increase diversity by reaching out to minority colleges and technical schools, participating in job fairs in communities with large minority populations and post job openings in publications popular among Black and Hispanic communities. Additionally, every six months for the next 42 months, Bass Pro is to report to the EEOC its hiring rates on a store-by-store basis. EEOC v. Bass Pro Outdoor World LLC, Case No. 4:11-cv-03425 (S.D. Tex. consent decree filed July 24, 2017).
  
  
• In June 2017, the EEOC investigated a restaurant operating over 100 facilities in the Eastern U.S. involving issues of hiring discrimination against African Americans. The restaurant agreed to pay $9.6 million to class members as part of a conciliation agreement. Additionally, the restaurant will overhaul its hiring procedures and has agreed to institute practices aimed at meeting hiring targets consistent with the labor market in each of the locations in which it has facilities. The new hiring procedures include implementation of an extensive applicant tracking system that will better enable the EEOC and the company to assess whether the company is meeting the targeted hiring levels. The restaurant will also provide an annual report to EEOC detailing the company's efforts in complying with the agreement and its objectives over the term of the five-year agreement, including detailed hiring assessments for each facility covered by the agreement.
  
  
• In May 2017, Rosebud Restaurants agreed to pay $1.9 million to resolve a race discrimination lawsuit brought by the EEOC against 13 restaurants in the Chicago area. The chain was charged with refusing to hire African-American applicants and having managers who used racial slurs to refer to African-Americans. The monetary award will be paid to African-American applicants who were denied jobs. Pursuant to a consent decree, the chain also agreed to hiring goals with the aim of having 11 percent of its future workforce be African American. Rosebud is also required to recruit African-American applicants as well as train employees and managers about race discrimination. EEOC v. Rosebud Rest., No. 1:13-cv-06656 (N.D. Ill. May 30, 2017).

• In December 2016, Crothall Services Group, Inc., a nationwide provider of janitorial and facilities management services, settled an EEOC lawsuit by adopting significant changes to its record-keeping practices related to the use of criminal background checks. According to the EEOC's complaint, Crothall used criminal background checks to make hiring decisions without making and keeping required records that disclose the impact criminal history assessments have on persons identifiable by race, sex, or ethnic group, a violation of Title VII of the Civil Rights Act of 1965. EEOC v. Crothall Servs. Group, Inc., Civil Action No. 2:15-cv-03812-AB (E.D. Pa. Dec. 16, 2016).
  
  
• In August 2016, a magistrate judge reaffirmed that "African" has long been recognized as an acceptable class entitled to protection under Title VII. The EEOC alleged that the Defendants, a health care management system and nursing home discriminated against African employees, specifically employees from Ethiopia and Sudan, when it terminated four personal care providers all on the same day, allegedly for failing to pass a newly instituted written exam. The EEOC brought disparate impact and treatment claims based on race and national origin, and a retaliation claim for a white supervisor who stood up for the African workers and was fired several months before the test was instituted. Defendants moved for dismissal arguing (1) Africa is not a nation and so cannot serve as the basis of a national origin claim, (2) EEOC failed to allege any shared cultural or linguistic characteristics between the aggrieved individuals so they could not constitute a protected class; and (3) the EEOC's retaliation claim must be dismissed because EEOC failed to allege protected activity or the Defendants had knowledge of the white supervisor's motivations. The Magistrate Judge recommended that the motion be denied in total. EEOC v. Columbine Health Sys. & New Mercer Commons, Civ. Action No. 15-cv-01597-MSK-CBS (D. Colo. Aug. 19, 2016).
  
  
• In June 2016, the EEOC obtained a $350,000 settlement in its race discrimination lawsuit against defendant FAPS, Inc., a company located at Port Newark, N.J., involved in the processing for final sale of shipped automobiles. In this case, the Commission alleged that the company engaged in a pattern-or-practice of race discrimination by relying on word-of-mouth hiring which resulted in a predominantly white workforce despite the substantial African-American available workforce in the Newark area. The agency further alleged that FAPS refused to hire qualified African-American candidates, including by telling them that no positions were available when in fact FAPS was hiring. Finally, the EEOC alleged that FAPS' employment application contained improper pre-employment medical inquiries in violation of the ADA. Besides the monetary compensation, the five year consent decree requires FAPS to meet substantial hiring goals for African-Americans; give hiring priority to rejected class members who are interested in working at the company; use recruiting methods designed to increase the African-American applicant pool; and hire an EEO coordinator to ensure compliance with Title VII. EEOC v. FAPS, Inc., C.A. No. No. 2:10-cv-03095 (D.N.J. June 15, 2016).
  
  
• In April 2015, Local 25 of the Sheet Metal Workers' International Association and its associated apprenticeship school agreed to create a back pay fund for a group of minority sheet metal workers in partial settlement of race discrimination claims against the local union. Pursuant to the settlement, it is estimated that the union will pay approximately $12.7 million over the next five years and provide substantial remedial relief to partially resolve claims made against the union in 1991-2002. The trade union, which is responsible for sheet metal journeypersons in northern New Jersey, allegedly discriminated against black and Hispanic journeypersons over a multi-year period in hiring and job assignments. An analysis of hours and wages showed African-American and Hispanic workers received fewer hours of work than their white co-workers during most of this same timeframe. This particular agreement covers from April 1991 through December 2002. EEOC v. Local 28 of the Sheet Metal Workers' Int'l Ass'n, Case No. 71 Civ. 2887 (LAK) (S.D.N.Y. April 2, 2015).
  
  
• In December 2015, Hillshire Brands (formerly known as Sara Lee Corporation) agreed to pay $4 million to 74 workers at the now-shuttered Paris, Texas, plant, including the dozens of people who sought EEOC charges against Hillshire and other aggrieved workers identified by the EEOC and the plaintiffs. This resolution settles claims that the company subjected a class of Black employees to a hostile work environment that included racist graffiti and comments, that included the N-word and "boy." The company also agreed to implement training at all of its plants in a bid to end consolidated suits from the EEOC and former worker Stanley Beaty. The consent decree also requires Hillshire to implement anti-racism training and create a mechanism for employees at its existing plants to confidentially report instances of harassment, discrimination and retaliation. The settlement also requires Hillshire to designate one employee to serve as a point-of-contact for those who feel they've been treated improperly and to punish workers with suspensions and even termination who are found "by reasonable evidence" to have engaged in racial bias or behavior related to it. EEOC v. Hillshire Brands Co. f/k/a Sara Lee Corp., No. 2:15-cv-01347 (E.D. Tex. consent decree filed 12/18/15) and Beaty et al v. The Hillshire Brands Co. et al., No. 2:14-cv-00058 (E.D. Tex. consent decree filed 12/18/15).
  
  
• In October 2015, a federal judge held that the operators of an Indianapolis Hampton Inn in contempt for failing to comply with five different conditions settling the EEOC's class race discrimination and retaliation lawsuit against the companies. The judge faulted Noble Management LLC and New Indianapolis Hotels for failing to: (1) properly post notices; (2) properly train management employees; (3) keep employment records; (4) institute a new hiring procedure for housekeeping employees; and (5) reinstate three former housekeeping employees. The judge also faulted Noble and New Indianapolis Hotels for comingling of medical records in employee personnel files. As background, the EEOC filed suit against operators New Indianapolis Hotels LLC and Noble Management LLC in September 2010, alleging that their Hampton Inn fired African-American housekeepers because of their race and in retaliation for complaints about race discrimination. The agency also charged that the hotel paid lower wages to Black housekeepers, excluded Black housekeeping applicants on a systemic basis, and failed to maintain records required by law in violation of Title VII. In September 2012, the judge entered a five-year consent decree resolving the EEOC's litigation against the hotel operators. The decree provided $355,000 in monetary relief to approximately 75 African-American former housekeeping employees and applicants and required training, notice posting, reinstatement of three former housekeeping employees, a new hiring procedure for housekeeping employees and ordered that the defendants maintain employment-related records. The court also enjoined the operators from race discrimination and retaliation in the future. In March 2014, following the filing of the EEOC's contempt motion, Judge Lawrence ruled that the defendants violated the terms of the 2012 decree and ordered Defendants to pay more than $50,000 in back wages to the three former housekeepers whose reinstatement was delayed. Defendants were also ordered to: (1) provide monthly reporting to the EEOC on compliance with the new hiring procedure, recordkeeping and posting; (2) pay fines for late reporting; (3) allow random inspections by the EEOC subject to a fine, for failure to grant access; (4) pay fines for failure to post, destroying records or failing to distribute employment applications; (5) provide EEOC with any requested employment records within 15 days of a request; (6) cease comingling medical records; and (7) train management employees. The posting and training provisions of the Decree were also extended by two years. In November 2015, the judge awarded $50,515 in fees and $6,733.76 in costs to the EEOC because the "Defendants willfully violated the explicit terms of the Consent Decree and repeatedly failed to comply with it [.]" EEOC v. New Indianapolis Hotels LLC and Noble Management LLC, C.A. No. 1:10-CV-01234-WTL-DKL (N.D. Ind. Nov. 9, 2015) (fee ruling).
  
  
• In September 2015, BMW Manufacturing Co. settled for $1.6 million and other relief an EEOC lawsuit alleging that the company's criminal background check policy disproportionately affects black logistics workers at a South Carolina plant. Specifically, the EEOC alleged that after learning the results of the criminal background checks around July 2008, BMW denied plant access to 88 logistics employees, resulting in their termination from the previous logistics provider and denial of hire by the new logistics services provider for work at BMW. Of those 88 employees, 70 were Black. Some of the logistics employees had been employed at BMW for several years, working for the various logistics services providers utilized by BMW since the opening of the plant in 1994. Under the terms of a consent decree signed by Judge Henry M. Herlong of the U.S. District Court for the District of South Carolina, the $1.6 million will be shared by 56 known claimants and other black applicants the EEOC said were shut out of BMW's Spartanburg, S.C., plant when the company switched to a new logistics contractor. In addition to the monetary relief, the company will provide each claimant who wishes to return to the facility an opportunity to apply for a logistics position. BMW will also notify other applicants who have previously expressed interest in a logistics position at the facility of their right to apply for work, the decree states. BMW has implemented a new criminal background check policy and will continue to operate under that policy throughout the three-year term of the decree. The company is expressly enjoined from "utilizing the criminal background check guidelines" challenged by the EEOC in its lawsuit, the decree states. The agreement also imposes on BMW notice-posting, training, record-keeping, reporting and other requirements. EEOC v. BMW Mfg. Co., No. 7:13-cv-01583 (D.S.C. consent decree filed Sep. 8, 2015).
  
  
• In August 2015, Target Corp. settled for $2.8 million an EEOC charge that the retailer's former tests for hiring for professional jobs discriminated against applicants based on race, sex and disability. Three assessments used by Target disproportionately screened out female and racial minority applicants, and a separate psychological assessment was a pre-employment medical examination that violated the Americans with Disabilities Act, the EEOC had charged. Target also violated Title VII of the 1964 Civil Rights Act by failing to maintain the records sufficient to gauge the impact of its hiring procedures. Under the three-year conciliation agreement, reached before any lawsuit was filed, Target has discontinued the use of the tests and made changes to its applicant tracking system, the EEOC said. About 4,500 unsuccessful applicants affected by the alleged discriminatory tests now are eligible to file claims for monetary relief.
  
  
• In March 2015, a Texas-based oil and gas drilling company agreed to settle for $12.26 million the EEOC's lawsuit alleging discrimination, harassment and retaliation against racial minorities nationwide. According to a complaint filed by the EEOC the same day as the proposed decree, Patterson-UTI had engaged in patterns or practices of hostile work environment harassment, disparate treatment discrimination and retaliation against Hispanic, Latino, Black, American Indian, Asian, Pacific Islander and other minority workers at its facilities in Colorado and other states. Under the proposed four-year consent decree, the drilling company also will create a new vice president position to be filled by a "qualified EEO professional" who will facilitate, monitor and report on the company's compliance with certain training, management evaluation, minority outreach, and other remedial measures. EEOC v. Patterson-UTI Drilling Co., No. 1:15-cv-00600 (D. Colo. consent decree filed Mar. 24, 2015).
  
  
• In January 2015, Skanska USA Building, Inc., a building contractor headquartered in Parsippany, N.J., paid $95,000 to settle a racial harassment and retaliation lawsuit brought by the EEOC. According to the EEOC's suit, Skanska violated federal law by allowing workers to subject a class of Black employees who were working as buck hoist operators to racial harassment, and by firing them for complaining to Skanska about the misconduct. Skanska served as the general contractor on the Methodist Le Bonheur Children's Hospital in Memphis, where the incidents in this lawsuit took place. The class of Black employees worked for C-1, Inc. Construction Company, a minority-owned subcontractor for Skanska. Skanska awarded a subcontract to C-1 to provide buck hoist operations for the construction site and thereafter supervised all C-1 employees while at the work site. The EEOC charged that Skanska failed to properly investigate complaints from the buck hoist operators that white employees subjected them to racially offensive comments and physical assault. EEOC v. Shanska USA Building, Inc., No. 2:10-cv-02717 (W.D. Tenn. Jan. 29, 2015).
  
  
• In December 2014, two Memphis-based affiliates of Select Staffing, employment companies doing business in Tennessee, agreed to pay $580,000 to settle allegations they engaged in race and national origin discrimination. The EEOC's lawsuit charged that the staffing firms had discriminated against four Black temporary employees and a class of Black and non-Hispanic job applicants by failing to place or refer them for employment. The four temporary employees said while seeking employment through the company's Memphis area facilities, they witnessed Hispanic applicants getting preferential treatment in hiring and placement. EEOC v. New Koosharem Corp., No. 2:13-cv-2761 (W.D. Tenn. consent decree filed Dec. 5, 2014).
  
  
• In December 2014, three related well-servicing companies agreed to pay $1.2 million to settle allegations by the Equal Employment Opportunity Commission of verbal abuse of minority employees. The EEOC complaint alleged that J&R employees regularly used racial slurs to refer to Black, Hispanic and Native American employees. Employees of these racial groups on company rigs regularly heard racist terms and demeaning remarks about green cards and deportation, the EEOC complaint said. Several individuals complained to management, but their complaints were minimized or ignored, the complaint alleged. For example, an area supervisor responded to employee complaints by telling the complainants they could quit or by saying that he was sick of everyone coming to him and that everyone simply needed to do their jobs. In addition, the complaint stated that several men were demoted or fired after taking their complaints of discrimination to the Wyoming Department of Workforce Services' Labor Standards Division. EEOC v. Dart Energy Corp., No. 13-cv-00198 (D. Wyo. consent decree filed Dec. 1, 2014).
  
  
• In November 2014, a Rockville, Md.-based environmental remediation services contractor paid $415,000 and provide various other relief to settle a class lawsuit alleging that the company engaged in a pattern or practice of race and sex discrimination in its recruitment and hiring of field laborers. Under a three-year consent decree signed Nov. 10 by Judge Paul W. Grimm of the U.S. District Court for the District of Maryland, ACM Services Inc. will pay a combined $110,000 to the two Hispanic female workers who first brought the allegations to the EEOC's attention and will establish a class fund of $305,000 for other potential claimants to be identified by the agency. According to the EEOC, the company has relied exclusively on "word-of-mouth recruitment practices" for field laborer positions, with the intent and effect of restricting the recruitment of Black and female applicants. ACM also subjected the two charging parties to harassment based on sex, national origin and race, and it retaliated against them for opposing the mistreatment-and against one of them based on her association with Black people-by firing them, the commission alleged. The agreement applies to all ACM facilities and locations nationwide and has extra-territorial application to the extent permitted by Title VII of the 1964 Civil Rights Act. In addition to the monetary relief, the decree requires the company to set numerical hiring goals for its field laborer positions, recruit Black and female applicants via print and Internet advertisements and report to the EEOC regarding its attainment of the numerical hiring goals and other settlement terms. EEOC v. ACM Servs., Inc., No. 8:14-cv-02997 (D. Md. consent decree filed Nov. 10, 2014).
  
  
• In November 2014, Battaglia Distributing Corporation paid $735,000 to a group of current and former African-American employees. In this case, the EEOC alleged that the Battaglia tolerated an egregious race-based hostile work environment, requiring African-American dock workers to endure harassment that included racial slurs (including the "N" word). Among other relief provided under the decree, Battaglia also will provide its managers with training on Title VII and report regularly to the EEOC on any complaints it has received, as well as provide other data to demonstrate that it has not retaliated against any of the participants in the litigation. EEOC v. Battaglia Distrib. Corp., No. 13-cv-5789 (N.D. Ill. consent decree entered Nov. 10, 2014).

• Significant EEOC Race/Color Cases (rest of cases)

​

That they prevailed does not mean that they were right.

The city government of New Haven was so afraid of a title iv lawsuit, that they discriminated against 17 whites, denying them their rightful promotions,

even though they had done NOTHING wrong.



ALL of the dem appointed justices on the Court, supported the idea that simply having an unequal outcome, regardless of the reason or lack of discrimination causing it,


was a good reason to use force to increase black promotions.

 

[Correll]

A good question, but not when one is discussing the actions of current white people.

You are constantly speaking as though white people TODAY, are completely hostile to any participation in their events by black people.

That is absurd.

So I'm arguing (or debating) the side of the issue that says it's preposterous to believe that the majority of white people believe blacks are more racists than whites. I'm stating that the whole idea that this could be true is ludicrous because of the fact that the people who founded our nation were white supremacists...

The founding of this nation was almost two hundred and fifty years ago.


To pretend that it is "preposterous" that ideas could change is as little as 10 generations,

is utterly preposterous of YOU.

Whatever angst you're feeling that you believe is caused by black people pursuing and fighting for their equal rights couldn't possibly compare to actual systemic and long term damage that was inflicted, rarely acknowledged and certainly have never had any steps taken to be made "whole" again as some others have.

I only mention the past strife of desegregation, to show that the majority of the population was very serious and committed to doing it.

So if it sounds like I'm not taking time out to acknowledge the non-racist white people or argue this issue from the other side it's because we're outnumbered by people who have no concept of what racism actually entails, an appalling lack of knowledge of American history, little if any understanding of civil rights legislation or the ability to read and understand court rulings. Plus I'm doing this in between my other work & studies.

Sorry, but that's no excuse for acting like it's the height of Klan power in 2018.

What's confounding to me is that you personally have stated that the country is no longer hostile to African Americans but I don't understand how you could arrive at that conclusion if you're paying attention to the things that are being posted just in this message board conversation. Before this one I was participating on one on affirmative action and that one was way worse than this one.

Have you see the analysis of the population of white voters who supported EITHER, the hypothetical presidency of Colin Powell o the actual presidency of President Obama?


The percentage of white voters who were hostile to BOTH of those black candidates, was in the single digits.

If everything that you've achieved or obtained in your life was done without having to face adversity, then good for you, a lot of us were not given that option. So we had to learn how to navigate a landscape that was littered with landmines and with people sabotaging our efforts at times all along the way. So when I hear sometime crying about black history month, or Black entertainment TV or Black whatever my reaction is usually "seriously, the worse thing you have to worry about in life is what someone else who happens to be black is celebrating or watching?"

NOt sure where you got the idea, I have not faced adversity.


If you have Black History Month, can I have White History Month?

You do, they are called January March, April, May, June, July, August, September, October, November, and December.

None of them are a White History Month, with the celebration of white history made mandatory in schools, with ALL students indoctrinated into how wonderful whites are and how terrible any groups that fought against them were.

Obama got 43 and 39 percent of the white vote in both his campaigns. You live in an imaginary world.

From mostly white dems.


Powell polled getting the vast majority of the rest.


The whites in this country that won't vote for a black man for President, is in single digits.

White racism is done differently now, we know it and you do it.

Agreed. Today it is a very weak force with instead of having the law behind it, has the law against it.

Just as you know you are lying and that you are a racist, we know what you are here trying to tell us. This is not about the KKK when there are about 1,000 or more white supremacist groups in existence today and the number is growing

All drawing from the same small pool of losers living in their parents basement. You lefties like to talk about the "number of groups" but you never talk ACTUAL NUMBERS of white supremacists.

 

[IM2]

This is one of the first subjects I talked about when I started posting on message boards. Are Blacks on average more racist than whites?
I've always believed that they are. Something that I discovered growing up was that almost every black in America thinks about race every day, whereas most whites don't. There's a reason for this, but this simple fact is being used by the left to divide America.

Not sure "who" is more racist. The important this is to not be one yourself.

Since being black can get you killed in this nation, I cannot blame blacks for being mindful of their race and what other races are around.

Being white can get you killed in some parts of the country.
I think some blacks carry their feelings around on their sleeves so they are too easily offended.

One of the shocks of my life is the discovery that so many famous blacks hate whites.
I always looked at them like they were humans first and black second.
Blacks tend to assume that whites hate them, but this isn't true.
I think this is a learned stereotype and one that is false.

Once you discover that they almost universally harbored hatred for the white people that buy their shit, it tends to change your opinion of them.

When I was in H.S. we had two black students.
Everyone knew them.
They were celebrities because of their race.
Everybody liked them.
Course that wouldn't be the case if they acted like they hated all of their white friends.
I grew up believing that most blacks didn't hate me for my white skin.
Then I grew up.
It appears that racism is very strong in America, but mostly among blacks.

The false equivalences never end in here.

Whites have a continuing track record of racist behavior. You want to pretend that doesn't exist and never has.

That's what I mean by psychosis. The inability for you to accept reality has you here talking stupid as if blacks just hate whites because they exist.

Racism is strong in America primarily among whites. Just like this guy.

 

[IM2]

A good question, but not when one is discussing the actions of current white people.

You are constantly speaking as though white people TODAY, are completely hostile to any participation in their events by black people.

That is absurd.

The EEOC investigates Title VII claims among other things. Is 2017 current enough for you? (these are only some of the cases in which they prevailed)

E-RACE AND OTHER EEOC INITIATIVES
Systemic

• In December 2017, Laquila Group Inc., a Brooklyn-based construction company, paid $625,000 into a class settlement fund and took measures to eliminate race bias and retaliation against black construction laborers. In its lawsuit, EEOC alleged that Laquila engaged in systemic discrimination against black employees as a class by subjecting them to racial harassment, including referring to them using the N-word, "gorilla," and similar epithets. The Commission also alleged that the company fired an employee who complained about the harassment. The consent decree also requires Laquila to set up a hotline for employees to report illegal discrimination, provide anti-discrimination training to its managers, adopt revised anti-discrimination policies and employee complaint procedures and report all worker harassment and retaliation complaints to the EEOC for the 42-month duration of the agreement. EEOC v. The Laquila Grp., Inc., No. 1:16-cv-05194 (E.D.N.Y. consent decree approved Dec. 1, 2017).
  
  
• In November 2017, after an extensive five-year, complicated systemic investigation and settlement efforts, the EEOC reached an agreement with Lone Star Community College covering recruitment, hiring and mentoring of African-American and Hispanic applicants and employees. The terms of the agreement were designed to enhance the College's commitment to the recruitment of African-American and Hispanics and to engage in meaningful monitoring of the College's efforts to reach its recruitment and hiring goals. The agreement included some novel relief, such as: implementation of a new applicant tracking system; establishing an advisory committee focused on the recruitment, development and retention of minority groups; hiring of recruitment firms; developing new interview protocol training; establishing a mentoring program for recently hired minority employees; and updating job descriptions for all college manager positions to require as a job component the diversity of its workforce.
  
  
• In August 2017, Ford Motor Company agreed to pay nearly $10.125 million to settle sex and race harassment investigation by the EEOC at two Ford plants in Chicago area. In its investigation, the EEOC found reasonable cause to believe that personnel at two Ford facilities in the Chicago area, the Chicago Assembly Plant and the Chicago Stamping Plant, had subjected female and African-American employees to sexual and racial harassment. The EEOC also found that the company retaliated against employees who complained about the harassment or discrimination. In addition to the monetary relief, the conciliation agreement provides ensures that during the next five years, Ford will conduct regular training at the two Chicago-area facilities; continue to disseminate its anti-harassment and anti-discrimination policies and procedures to employees and new hires; report to EEOC regarding complaints of harassment and/or related discrimination; and monitor its workforce regarding issues of alleged sexual or racial harassment and related discrimination.
  
  
• In July 2017, Bass Pro Outdoor World LLC agreed, without admitting wrongdoing, to pay $10.5 million to a class of African-American and Hispanic workers the EEOC alleged it discriminated against by failing to hire because of their race and/or national origin in violation of Title VII. According to the consent decree, Bass Pro will engage in good faith efforts to increase diversity by reaching out to minority colleges and technical schools, participating in job fairs in communities with large minority populations and post job openings in publications popular among Black and Hispanic communities. Additionally, every six months for the next 42 months, Bass Pro is to report to the EEOC its hiring rates on a store-by-store basis. EEOC v. Bass Pro Outdoor World LLC, Case No. 4:11-cv-03425 (S.D. Tex. consent decree filed July 24, 2017).
  
  
• In June 2017, the EEOC investigated a restaurant operating over 100 facilities in the Eastern U.S. involving issues of hiring discrimination against African Americans. The restaurant agreed to pay $9.6 million to class members as part of a conciliation agreement. Additionally, the restaurant will overhaul its hiring procedures and has agreed to institute practices aimed at meeting hiring targets consistent with the labor market in each of the locations in which it has facilities. The new hiring procedures include implementation of an extensive applicant tracking system that will better enable the EEOC and the company to assess whether the company is meeting the targeted hiring levels. The restaurant will also provide an annual report to EEOC detailing the company's efforts in complying with the agreement and its objectives over the term of the five-year agreement, including detailed hiring assessments for each facility covered by the agreement.
  
  
• In May 2017, Rosebud Restaurants agreed to pay $1.9 million to resolve a race discrimination lawsuit brought by the EEOC against 13 restaurants in the Chicago area. The chain was charged with refusing to hire African-American applicants and having managers who used racial slurs to refer to African-Americans. The monetary award will be paid to African-American applicants who were denied jobs. Pursuant to a consent decree, the chain also agreed to hiring goals with the aim of having 11 percent of its future workforce be African American. Rosebud is also required to recruit African-American applicants as well as train employees and managers about race discrimination. EEOC v. Rosebud Rest., No. 1:13-cv-06656 (N.D. Ill. May 30, 2017).

• In December 2016, Crothall Services Group, Inc., a nationwide provider of janitorial and facilities management services, settled an EEOC lawsuit by adopting significant changes to its record-keeping practices related to the use of criminal background checks. According to the EEOC's complaint, Crothall used criminal background checks to make hiring decisions without making and keeping required records that disclose the impact criminal history assessments have on persons identifiable by race, sex, or ethnic group, a violation of Title VII of the Civil Rights Act of 1965. EEOC v. Crothall Servs. Group, Inc., Civil Action No. 2:15-cv-03812-AB (E.D. Pa. Dec. 16, 2016).
  
  
• In August 2016, a magistrate judge reaffirmed that "African" has long been recognized as an acceptable class entitled to protection under Title VII. The EEOC alleged that the Defendants, a health care management system and nursing home discriminated against African employees, specifically employees from Ethiopia and Sudan, when it terminated four personal care providers all on the same day, allegedly for failing to pass a newly instituted written exam. The EEOC brought disparate impact and treatment claims based on race and national origin, and a retaliation claim for a white supervisor who stood up for the African workers and was fired several months before the test was instituted. Defendants moved for dismissal arguing (1) Africa is not a nation and so cannot serve as the basis of a national origin claim, (2) EEOC failed to allege any shared cultural or linguistic characteristics between the aggrieved individuals so they could not constitute a protected class; and (3) the EEOC's retaliation claim must be dismissed because EEOC failed to allege protected activity or the Defendants had knowledge of the white supervisor's motivations. The Magistrate Judge recommended that the motion be denied in total. EEOC v. Columbine Health Sys. & New Mercer Commons, Civ. Action No. 15-cv-01597-MSK-CBS (D. Colo. Aug. 19, 2016).
  
  
• In June 2016, the EEOC obtained a $350,000 settlement in its race discrimination lawsuit against defendant FAPS, Inc., a company located at Port Newark, N.J., involved in the processing for final sale of shipped automobiles. In this case, the Commission alleged that the company engaged in a pattern-or-practice of race discrimination by relying on word-of-mouth hiring which resulted in a predominantly white workforce despite the substantial African-American available workforce in the Newark area. The agency further alleged that FAPS refused to hire qualified African-American candidates, including by telling them that no positions were available when in fact FAPS was hiring. Finally, the EEOC alleged that FAPS' employment application contained improper pre-employment medical inquiries in violation of the ADA. Besides the monetary compensation, the five year consent decree requires FAPS to meet substantial hiring goals for African-Americans; give hiring priority to rejected class members who are interested in working at the company; use recruiting methods designed to increase the African-American applicant pool; and hire an EEO coordinator to ensure compliance with Title VII. EEOC v. FAPS, Inc., C.A. No. No. 2:10-cv-03095 (D.N.J. June 15, 2016).
  
  
• In April 2015, Local 25 of the Sheet Metal Workers' International Association and its associated apprenticeship school agreed to create a back pay fund for a group of minority sheet metal workers in partial settlement of race discrimination claims against the local union. Pursuant to the settlement, it is estimated that the union will pay approximately $12.7 million over the next five years and provide substantial remedial relief to partially resolve claims made against the union in 1991-2002. The trade union, which is responsible for sheet metal journeypersons in northern New Jersey, allegedly discriminated against black and Hispanic journeypersons over a multi-year period in hiring and job assignments. An analysis of hours and wages showed African-American and Hispanic workers received fewer hours of work than their white co-workers during most of this same timeframe. This particular agreement covers from April 1991 through December 2002. EEOC v. Local 28 of the Sheet Metal Workers' Int'l Ass'n, Case No. 71 Civ. 2887 (LAK) (S.D.N.Y. April 2, 2015).
  
  
• In December 2015, Hillshire Brands (formerly known as Sara Lee Corporation) agreed to pay $4 million to 74 workers at the now-shuttered Paris, Texas, plant, including the dozens of people who sought EEOC charges against Hillshire and other aggrieved workers identified by the EEOC and the plaintiffs. This resolution settles claims that the company subjected a class of Black employees to a hostile work environment that included racist graffiti and comments, that included the N-word and "boy." The company also agreed to implement training at all of its plants in a bid to end consolidated suits from the EEOC and former worker Stanley Beaty. The consent decree also requires Hillshire to implement anti-racism training and create a mechanism for employees at its existing plants to confidentially report instances of harassment, discrimination and retaliation. The settlement also requires Hillshire to designate one employee to serve as a point-of-contact for those who feel they've been treated improperly and to punish workers with suspensions and even termination who are found "by reasonable evidence" to have engaged in racial bias or behavior related to it. EEOC v. Hillshire Brands Co. f/k/a Sara Lee Corp., No. 2:15-cv-01347 (E.D. Tex. consent decree filed 12/18/15) and Beaty et al v. The Hillshire Brands Co. et al., No. 2:14-cv-00058 (E.D. Tex. consent decree filed 12/18/15).
  
  
• In October 2015, a federal judge held that the operators of an Indianapolis Hampton Inn in contempt for failing to comply with five different conditions settling the EEOC's class race discrimination and retaliation lawsuit against the companies. The judge faulted Noble Management LLC and New Indianapolis Hotels for failing to: (1) properly post notices; (2) properly train management employees; (3) keep employment records; (4) institute a new hiring procedure for housekeeping employees; and (5) reinstate three former housekeeping employees. The judge also faulted Noble and New Indianapolis Hotels for comingling of medical records in employee personnel files. As background, the EEOC filed suit against operators New Indianapolis Hotels LLC and Noble Management LLC in September 2010, alleging that their Hampton Inn fired African-American housekeepers because of their race and in retaliation for complaints about race discrimination. The agency also charged that the hotel paid lower wages to Black housekeepers, excluded Black housekeeping applicants on a systemic basis, and failed to maintain records required by law in violation of Title VII. In September 2012, the judge entered a five-year consent decree resolving the EEOC's litigation against the hotel operators. The decree provided $355,000 in monetary relief to approximately 75 African-American former housekeeping employees and applicants and required training, notice posting, reinstatement of three former housekeeping employees, a new hiring procedure for housekeeping employees and ordered that the defendants maintain employment-related records. The court also enjoined the operators from race discrimination and retaliation in the future. In March 2014, following the filing of the EEOC's contempt motion, Judge Lawrence ruled that the defendants violated the terms of the 2012 decree and ordered Defendants to pay more than $50,000 in back wages to the three former housekeepers whose reinstatement was delayed. Defendants were also ordered to: (1) provide monthly reporting to the EEOC on compliance with the new hiring procedure, recordkeeping and posting; (2) pay fines for late reporting; (3) allow random inspections by the EEOC subject to a fine, for failure to grant access; (4) pay fines for failure to post, destroying records or failing to distribute employment applications; (5) provide EEOC with any requested employment records within 15 days of a request; (6) cease comingling medical records; and (7) train management employees. The posting and training provisions of the Decree were also extended by two years. In November 2015, the judge awarded $50,515 in fees and $6,733.76 in costs to the EEOC because the "Defendants willfully violated the explicit terms of the Consent Decree and repeatedly failed to comply with it [.]" EEOC v. New Indianapolis Hotels LLC and Noble Management LLC, C.A. No. 1:10-CV-01234-WTL-DKL (N.D. Ind. Nov. 9, 2015) (fee ruling).
  
  
• In September 2015, BMW Manufacturing Co. settled for $1.6 million and other relief an EEOC lawsuit alleging that the company's criminal background check policy disproportionately affects black logistics workers at a South Carolina plant. Specifically, the EEOC alleged that after learning the results of the criminal background checks around July 2008, BMW denied plant access to 88 logistics employees, resulting in their termination from the previous logistics provider and denial of hire by the new logistics services provider for work at BMW. Of those 88 employees, 70 were Black. Some of the logistics employees had been employed at BMW for several years, working for the various logistics services providers utilized by BMW since the opening of the plant in 1994. Under the terms of a consent decree signed by Judge Henry M. Herlong of the U.S. District Court for the District of South Carolina, the $1.6 million will be shared by 56 known claimants and other black applicants the EEOC said were shut out of BMW's Spartanburg, S.C., plant when the company switched to a new logistics contractor. In addition to the monetary relief, the company will provide each claimant who wishes to return to the facility an opportunity to apply for a logistics position. BMW will also notify other applicants who have previously expressed interest in a logistics position at the facility of their right to apply for work, the decree states. BMW has implemented a new criminal background check policy and will continue to operate under that policy throughout the three-year term of the decree. The company is expressly enjoined from "utilizing the criminal background check guidelines" challenged by the EEOC in its lawsuit, the decree states. The agreement also imposes on BMW notice-posting, training, record-keeping, reporting and other requirements. EEOC v. BMW Mfg. Co., No. 7:13-cv-01583 (D.S.C. consent decree filed Sep. 8, 2015).
  
  
• In August 2015, Target Corp. settled for $2.8 million an EEOC charge that the retailer's former tests for hiring for professional jobs discriminated against applicants based on race, sex and disability. Three assessments used by Target disproportionately screened out female and racial minority applicants, and a separate psychological assessment was a pre-employment medical examination that violated the Americans with Disabilities Act, the EEOC had charged. Target also violated Title VII of the 1964 Civil Rights Act by failing to maintain the records sufficient to gauge the impact of its hiring procedures. Under the three-year conciliation agreement, reached before any lawsuit was filed, Target has discontinued the use of the tests and made changes to its applicant tracking system, the EEOC said. About 4,500 unsuccessful applicants affected by the alleged discriminatory tests now are eligible to file claims for monetary relief.
  
  
• In March 2015, a Texas-based oil and gas drilling company agreed to settle for $12.26 million the EEOC's lawsuit alleging discrimination, harassment and retaliation against racial minorities nationwide. According to a complaint filed by the EEOC the same day as the proposed decree, Patterson-UTI had engaged in patterns or practices of hostile work environment harassment, disparate treatment discrimination and retaliation against Hispanic, Latino, Black, American Indian, Asian, Pacific Islander and other minority workers at its facilities in Colorado and other states. Under the proposed four-year consent decree, the drilling company also will create a new vice president position to be filled by a "qualified EEO professional" who will facilitate, monitor and report on the company's compliance with certain training, management evaluation, minority outreach, and other remedial measures. EEOC v. Patterson-UTI Drilling Co., No. 1:15-cv-00600 (D. Colo. consent decree filed Mar. 24, 2015).
  
  
• In January 2015, Skanska USA Building, Inc., a building contractor headquartered in Parsippany, N.J., paid $95,000 to settle a racial harassment and retaliation lawsuit brought by the EEOC. According to the EEOC's suit, Skanska violated federal law by allowing workers to subject a class of Black employees who were working as buck hoist operators to racial harassment, and by firing them for complaining to Skanska about the misconduct. Skanska served as the general contractor on the Methodist Le Bonheur Children's Hospital in Memphis, where the incidents in this lawsuit took place. The class of Black employees worked for C-1, Inc. Construction Company, a minority-owned subcontractor for Skanska. Skanska awarded a subcontract to C-1 to provide buck hoist operations for the construction site and thereafter supervised all C-1 employees while at the work site. The EEOC charged that Skanska failed to properly investigate complaints from the buck hoist operators that white employees subjected them to racially offensive comments and physical assault. EEOC v. Shanska USA Building, Inc., No. 2:10-cv-02717 (W.D. Tenn. Jan. 29, 2015).
  
  
• In December 2014, two Memphis-based affiliates of Select Staffing, employment companies doing business in Tennessee, agreed to pay $580,000 to settle allegations they engaged in race and national origin discrimination. The EEOC's lawsuit charged that the staffing firms had discriminated against four Black temporary employees and a class of Black and non-Hispanic job applicants by failing to place or refer them for employment. The four temporary employees said while seeking employment through the company's Memphis area facilities, they witnessed Hispanic applicants getting preferential treatment in hiring and placement. EEOC v. New Koosharem Corp., No. 2:13-cv-2761 (W.D. Tenn. consent decree filed Dec. 5, 2014).
  
  
• In December 2014, three related well-servicing companies agreed to pay $1.2 million to settle allegations by the Equal Employment Opportunity Commission of verbal abuse of minority employees. The EEOC complaint alleged that J&R employees regularly used racial slurs to refer to Black, Hispanic and Native American employees. Employees of these racial groups on company rigs regularly heard racist terms and demeaning remarks about green cards and deportation, the EEOC complaint said. Several individuals complained to management, but their complaints were minimized or ignored, the complaint alleged. For example, an area supervisor responded to employee complaints by telling the complainants they could quit or by saying that he was sick of everyone coming to him and that everyone simply needed to do their jobs. In addition, the complaint stated that several men were demoted or fired after taking their complaints of discrimination to the Wyoming Department of Workforce Services' Labor Standards Division. EEOC v. Dart Energy Corp., No. 13-cv-00198 (D. Wyo. consent decree filed Dec. 1, 2014).
  
  
• In November 2014, a Rockville, Md.-based environmental remediation services contractor paid $415,000 and provide various other relief to settle a class lawsuit alleging that the company engaged in a pattern or practice of race and sex discrimination in its recruitment and hiring of field laborers. Under a three-year consent decree signed Nov. 10 by Judge Paul W. Grimm of the U.S. District Court for the District of Maryland, ACM Services Inc. will pay a combined $110,000 to the two Hispanic female workers who first brought the allegations to the EEOC's attention and will establish a class fund of $305,000 for other potential claimants to be identified by the agency. According to the EEOC, the company has relied exclusively on "word-of-mouth recruitment practices" for field laborer positions, with the intent and effect of restricting the recruitment of Black and female applicants. ACM also subjected the two charging parties to harassment based on sex, national origin and race, and it retaliated against them for opposing the mistreatment-and against one of them based on her association with Black people-by firing them, the commission alleged. The agreement applies to all ACM facilities and locations nationwide and has extra-territorial application to the extent permitted by Title VII of the 1964 Civil Rights Act. In addition to the monetary relief, the decree requires the company to set numerical hiring goals for its field laborer positions, recruit Black and female applicants via print and Internet advertisements and report to the EEOC regarding its attainment of the numerical hiring goals and other settlement terms. EEOC v. ACM Servs., Inc., No. 8:14-cv-02997 (D. Md. consent decree filed Nov. 10, 2014).
  
  
• In November 2014, Battaglia Distributing Corporation paid $735,000 to a group of current and former African-American employees. In this case, the EEOC alleged that the Battaglia tolerated an egregious race-based hostile work environment, requiring African-American dock workers to endure harassment that included racial slurs (including the "N" word). Among other relief provided under the decree, Battaglia also will provide its managers with training on Title VII and report regularly to the EEOC on any complaints it has received, as well as provide other data to demonstrate that it has not retaliated against any of the participants in the litigation. EEOC v. Battaglia Distrib. Corp., No. 13-cv-5789 (N.D. Ill. consent decree entered Nov. 10, 2014).

• Significant EEOC Race/Color Cases (rest of cases)

​

That they prevailed does not mean that they were right.

The city government of New Haven was so afraid of a title iv lawsuit, that they discriminated against 17 whites, denying them their rightful promotions,

even though they had done NOTHING wrong.



ALL of the dem appointed justices on the Court, supported the idea that simply having an unequal outcome, regardless of the reason or lack of discrimination causing it,


was a good reason to use force to increase black promotions.

Prove when racism ended and its effects were allayed. Show, with data and peer-reviewed studies supporting your argument, when the effects of the hundreds of years of anti-Black racism from chattel slavery through Old Jim Crow leveled off. Show when the wealth expropriated during that oppression was repaid to those it was expropriated from and through. And remember, after you’ve addressed the end of anti-Black racism you’ll still have to explain when anti-Latinx, anti-Asian, anti-Arab, and anti-Native racism came to an end as well.

 

[Correll]

This is one of the first subjects I talked about when I started posting on message boards. Are Blacks on average more racist than whites?
I've always believed that they are. Something that I discovered growing up was that almost every black in America thinks about race every day, whereas most whites don't. There's a reason for this, but this simple fact is being used by the left to divide America.

Not sure "who" is more racist. The important this is to not be one yourself.

Since being black can get you killed in this nation, I cannot blame blacks for being mindful of their race and what other races are around.

Being white can get you killed in some parts of the country.
I think some blacks carry their feelings around on their sleeves so they are too easily offended.

One of the shocks of my life is the discovery that so many famous blacks hate whites.
I always looked at them like they were humans first and black second.
Blacks tend to assume that whites hate them, but this isn't true.
I think this is a learned stereotype and one that is false.

Once you discover that they almost universally harbored hatred for the white people that buy their shit, it tends to change your opinion of them.

When I was in H.S. we had two black students.
Everyone knew them.
They were celebrities because of their race.
Everybody liked them.
Course that wouldn't be the case if they acted like they hated all of their white friends.
I grew up believing that most blacks didn't hate me for my white skin.
Then I grew up.
It appears that racism is very strong in America, but mostly among blacks.

The false equivalences never end in here.

Whites have a continuing track record of racist behavior. You want to pretend that doesn't exist and never has.

That's what I mean by psychosis. The inability for you to accept reality has you here talking stupid as if blacks just hate whites because they exist.

Racism is strong in America primarily among whites. Just like this guy.

Mudwhistle shared.


You utterly failed to address anything he said.


You lose.

 

[Correll]

A good question, but not when one is discussing the actions of current white people.

You are constantly speaking as though white people TODAY, are completely hostile to any participation in their events by black people.

That is absurd.

The EEOC investigates Title VII claims among other things. Is 2017 current enough for you? (these are only some of the cases in which they prevailed)

E-RACE AND OTHER EEOC INITIATIVES
Systemic

• In December 2017, Laquila Group Inc., a Brooklyn-based construction company, paid $625,000 into a class settlement fund and took measures to eliminate race bias and retaliation against black construction laborers. In its lawsuit, EEOC alleged that Laquila engaged in systemic discrimination against black employees as a class by subjecting them to racial harassment, including referring to them using the N-word, "gorilla," and similar epithets. The Commission also alleged that the company fired an employee who complained about the harassment. The consent decree also requires Laquila to set up a hotline for employees to report illegal discrimination, provide anti-discrimination training to its managers, adopt revised anti-discrimination policies and employee complaint procedures and report all worker harassment and retaliation complaints to the EEOC for the 42-month duration of the agreement. EEOC v. The Laquila Grp., Inc., No. 1:16-cv-05194 (E.D.N.Y. consent decree approved Dec. 1, 2017).
  
  
• In November 2017, after an extensive five-year, complicated systemic investigation and settlement efforts, the EEOC reached an agreement with Lone Star Community College covering recruitment, hiring and mentoring of African-American and Hispanic applicants and employees. The terms of the agreement were designed to enhance the College's commitment to the recruitment of African-American and Hispanics and to engage in meaningful monitoring of the College's efforts to reach its recruitment and hiring goals. The agreement included some novel relief, such as: implementation of a new applicant tracking system; establishing an advisory committee focused on the recruitment, development and retention of minority groups; hiring of recruitment firms; developing new interview protocol training; establishing a mentoring program for recently hired minority employees; and updating job descriptions for all college manager positions to require as a job component the diversity of its workforce.
  
  
• In August 2017, Ford Motor Company agreed to pay nearly $10.125 million to settle sex and race harassment investigation by the EEOC at two Ford plants in Chicago area. In its investigation, the EEOC found reasonable cause to believe that personnel at two Ford facilities in the Chicago area, the Chicago Assembly Plant and the Chicago Stamping Plant, had subjected female and African-American employees to sexual and racial harassment. The EEOC also found that the company retaliated against employees who complained about the harassment or discrimination. In addition to the monetary relief, the conciliation agreement provides ensures that during the next five years, Ford will conduct regular training at the two Chicago-area facilities; continue to disseminate its anti-harassment and anti-discrimination policies and procedures to employees and new hires; report to EEOC regarding complaints of harassment and/or related discrimination; and monitor its workforce regarding issues of alleged sexual or racial harassment and related discrimination.
  
  
• In July 2017, Bass Pro Outdoor World LLC agreed, without admitting wrongdoing, to pay $10.5 million to a class of African-American and Hispanic workers the EEOC alleged it discriminated against by failing to hire because of their race and/or national origin in violation of Title VII. According to the consent decree, Bass Pro will engage in good faith efforts to increase diversity by reaching out to minority colleges and technical schools, participating in job fairs in communities with large minority populations and post job openings in publications popular among Black and Hispanic communities. Additionally, every six months for the next 42 months, Bass Pro is to report to the EEOC its hiring rates on a store-by-store basis. EEOC v. Bass Pro Outdoor World LLC, Case No. 4:11-cv-03425 (S.D. Tex. consent decree filed July 24, 2017).
  
  
• In June 2017, the EEOC investigated a restaurant operating over 100 facilities in the Eastern U.S. involving issues of hiring discrimination against African Americans. The restaurant agreed to pay $9.6 million to class members as part of a conciliation agreement. Additionally, the restaurant will overhaul its hiring procedures and has agreed to institute practices aimed at meeting hiring targets consistent with the labor market in each of the locations in which it has facilities. The new hiring procedures include implementation of an extensive applicant tracking system that will better enable the EEOC and the company to assess whether the company is meeting the targeted hiring levels. The restaurant will also provide an annual report to EEOC detailing the company's efforts in complying with the agreement and its objectives over the term of the five-year agreement, including detailed hiring assessments for each facility covered by the agreement.
  
  
• In May 2017, Rosebud Restaurants agreed to pay $1.9 million to resolve a race discrimination lawsuit brought by the EEOC against 13 restaurants in the Chicago area. The chain was charged with refusing to hire African-American applicants and having managers who used racial slurs to refer to African-Americans. The monetary award will be paid to African-American applicants who were denied jobs. Pursuant to a consent decree, the chain also agreed to hiring goals with the aim of having 11 percent of its future workforce be African American. Rosebud is also required to recruit African-American applicants as well as train employees and managers about race discrimination. EEOC v. Rosebud Rest., No. 1:13-cv-06656 (N.D. Ill. May 30, 2017).

• In December 2016, Crothall Services Group, Inc., a nationwide provider of janitorial and facilities management services, settled an EEOC lawsuit by adopting significant changes to its record-keeping practices related to the use of criminal background checks. According to the EEOC's complaint, Crothall used criminal background checks to make hiring decisions without making and keeping required records that disclose the impact criminal history assessments have on persons identifiable by race, sex, or ethnic group, a violation of Title VII of the Civil Rights Act of 1965. EEOC v. Crothall Servs. Group, Inc., Civil Action No. 2:15-cv-03812-AB (E.D. Pa. Dec. 16, 2016).
  
  
• In August 2016, a magistrate judge reaffirmed that "African" has long been recognized as an acceptable class entitled to protection under Title VII. The EEOC alleged that the Defendants, a health care management system and nursing home discriminated against African employees, specifically employees from Ethiopia and Sudan, when it terminated four personal care providers all on the same day, allegedly for failing to pass a newly instituted written exam. The EEOC brought disparate impact and treatment claims based on race and national origin, and a retaliation claim for a white supervisor who stood up for the African workers and was fired several months before the test was instituted. Defendants moved for dismissal arguing (1) Africa is not a nation and so cannot serve as the basis of a national origin claim, (2) EEOC failed to allege any shared cultural or linguistic characteristics between the aggrieved individuals so they could not constitute a protected class; and (3) the EEOC's retaliation claim must be dismissed because EEOC failed to allege protected activity or the Defendants had knowledge of the white supervisor's motivations. The Magistrate Judge recommended that the motion be denied in total. EEOC v. Columbine Health Sys. & New Mercer Commons, Civ. Action No. 15-cv-01597-MSK-CBS (D. Colo. Aug. 19, 2016).
  
  
• In June 2016, the EEOC obtained a $350,000 settlement in its race discrimination lawsuit against defendant FAPS, Inc., a company located at Port Newark, N.J., involved in the processing for final sale of shipped automobiles. In this case, the Commission alleged that the company engaged in a pattern-or-practice of race discrimination by relying on word-of-mouth hiring which resulted in a predominantly white workforce despite the substantial African-American available workforce in the Newark area. The agency further alleged that FAPS refused to hire qualified African-American candidates, including by telling them that no positions were available when in fact FAPS was hiring. Finally, the EEOC alleged that FAPS' employment application contained improper pre-employment medical inquiries in violation of the ADA. Besides the monetary compensation, the five year consent decree requires FAPS to meet substantial hiring goals for African-Americans; give hiring priority to rejected class members who are interested in working at the company; use recruiting methods designed to increase the African-American applicant pool; and hire an EEO coordinator to ensure compliance with Title VII. EEOC v. FAPS, Inc., C.A. No. No. 2:10-cv-03095 (D.N.J. June 15, 2016).
  
  
• In April 2015, Local 25 of the Sheet Metal Workers' International Association and its associated apprenticeship school agreed to create a back pay fund for a group of minority sheet metal workers in partial settlement of race discrimination claims against the local union. Pursuant to the settlement, it is estimated that the union will pay approximately $12.7 million over the next five years and provide substantial remedial relief to partially resolve claims made against the union in 1991-2002. The trade union, which is responsible for sheet metal journeypersons in northern New Jersey, allegedly discriminated against black and Hispanic journeypersons over a multi-year period in hiring and job assignments. An analysis of hours and wages showed African-American and Hispanic workers received fewer hours of work than their white co-workers during most of this same timeframe. This particular agreement covers from April 1991 through December 2002. EEOC v. Local 28 of the Sheet Metal Workers' Int'l Ass'n, Case No. 71 Civ. 2887 (LAK) (S.D.N.Y. April 2, 2015).
  
  
• In December 2015, Hillshire Brands (formerly known as Sara Lee Corporation) agreed to pay $4 million to 74 workers at the now-shuttered Paris, Texas, plant, including the dozens of people who sought EEOC charges against Hillshire and other aggrieved workers identified by the EEOC and the plaintiffs. This resolution settles claims that the company subjected a class of Black employees to a hostile work environment that included racist graffiti and comments, that included the N-word and "boy." The company also agreed to implement training at all of its plants in a bid to end consolidated suits from the EEOC and former worker Stanley Beaty. The consent decree also requires Hillshire to implement anti-racism training and create a mechanism for employees at its existing plants to confidentially report instances of harassment, discrimination and retaliation. The settlement also requires Hillshire to designate one employee to serve as a point-of-contact for those who feel they've been treated improperly and to punish workers with suspensions and even termination who are found "by reasonable evidence" to have engaged in racial bias or behavior related to it. EEOC v. Hillshire Brands Co. f/k/a Sara Lee Corp., No. 2:15-cv-01347 (E.D. Tex. consent decree filed 12/18/15) and Beaty et al v. The Hillshire Brands Co. et al., No. 2:14-cv-00058 (E.D. Tex. consent decree filed 12/18/15).
  
  
• In October 2015, a federal judge held that the operators of an Indianapolis Hampton Inn in contempt for failing to comply with five different conditions settling the EEOC's class race discrimination and retaliation lawsuit against the companies. The judge faulted Noble Management LLC and New Indianapolis Hotels for failing to: (1) properly post notices; (2) properly train management employees; (3) keep employment records; (4) institute a new hiring procedure for housekeeping employees; and (5) reinstate three former housekeeping employees. The judge also faulted Noble and New Indianapolis Hotels for comingling of medical records in employee personnel files. As background, the EEOC filed suit against operators New Indianapolis Hotels LLC and Noble Management LLC in September 2010, alleging that their Hampton Inn fired African-American housekeepers because of their race and in retaliation for complaints about race discrimination. The agency also charged that the hotel paid lower wages to Black housekeepers, excluded Black housekeeping applicants on a systemic basis, and failed to maintain records required by law in violation of Title VII. In September 2012, the judge entered a five-year consent decree resolving the EEOC's litigation against the hotel operators. The decree provided $355,000 in monetary relief to approximately 75 African-American former housekeeping employees and applicants and required training, notice posting, reinstatement of three former housekeeping employees, a new hiring procedure for housekeeping employees and ordered that the defendants maintain employment-related records. The court also enjoined the operators from race discrimination and retaliation in the future. In March 2014, following the filing of the EEOC's contempt motion, Judge Lawrence ruled that the defendants violated the terms of the 2012 decree and ordered Defendants to pay more than $50,000 in back wages to the three former housekeepers whose reinstatement was delayed. Defendants were also ordered to: (1) provide monthly reporting to the EEOC on compliance with the new hiring procedure, recordkeeping and posting; (2) pay fines for late reporting; (3) allow random inspections by the EEOC subject to a fine, for failure to grant access; (4) pay fines for failure to post, destroying records or failing to distribute employment applications; (5) provide EEOC with any requested employment records within 15 days of a request; (6) cease comingling medical records; and (7) train management employees. The posting and training provisions of the Decree were also extended by two years. In November 2015, the judge awarded $50,515 in fees and $6,733.76 in costs to the EEOC because the "Defendants willfully violated the explicit terms of the Consent Decree and repeatedly failed to comply with it [.]" EEOC v. New Indianapolis Hotels LLC and Noble Management LLC, C.A. No. 1:10-CV-01234-WTL-DKL (N.D. Ind. Nov. 9, 2015) (fee ruling).
  
  
• In September 2015, BMW Manufacturing Co. settled for $1.6 million and other relief an EEOC lawsuit alleging that the company's criminal background check policy disproportionately affects black logistics workers at a South Carolina plant. Specifically, the EEOC alleged that after learning the results of the criminal background checks around July 2008, BMW denied plant access to 88 logistics employees, resulting in their termination from the previous logistics provider and denial of hire by the new logistics services provider for work at BMW. Of those 88 employees, 70 were Black. Some of the logistics employees had been employed at BMW for several years, working for the various logistics services providers utilized by BMW since the opening of the plant in 1994. Under the terms of a consent decree signed by Judge Henry M. Herlong of the U.S. District Court for the District of South Carolina, the $1.6 million will be shared by 56 known claimants and other black applicants the EEOC said were shut out of BMW's Spartanburg, S.C., plant when the company switched to a new logistics contractor. In addition to the monetary relief, the company will provide each claimant who wishes to return to the facility an opportunity to apply for a logistics position. BMW will also notify other applicants who have previously expressed interest in a logistics position at the facility of their right to apply for work, the decree states. BMW has implemented a new criminal background check policy and will continue to operate under that policy throughout the three-year term of the decree. The company is expressly enjoined from "utilizing the criminal background check guidelines" challenged by the EEOC in its lawsuit, the decree states. The agreement also imposes on BMW notice-posting, training, record-keeping, reporting and other requirements. EEOC v. BMW Mfg. Co., No. 7:13-cv-01583 (D.S.C. consent decree filed Sep. 8, 2015).
  
  
• In August 2015, Target Corp. settled for $2.8 million an EEOC charge that the retailer's former tests for hiring for professional jobs discriminated against applicants based on race, sex and disability. Three assessments used by Target disproportionately screened out female and racial minority applicants, and a separate psychological assessment was a pre-employment medical examination that violated the Americans with Disabilities Act, the EEOC had charged. Target also violated Title VII of the 1964 Civil Rights Act by failing to maintain the records sufficient to gauge the impact of its hiring procedures. Under the three-year conciliation agreement, reached before any lawsuit was filed, Target has discontinued the use of the tests and made changes to its applicant tracking system, the EEOC said. About 4,500 unsuccessful applicants affected by the alleged discriminatory tests now are eligible to file claims for monetary relief.
  
  
• In March 2015, a Texas-based oil and gas drilling company agreed to settle for $12.26 million the EEOC's lawsuit alleging discrimination, harassment and retaliation against racial minorities nationwide. According to a complaint filed by the EEOC the same day as the proposed decree, Patterson-UTI had engaged in patterns or practices of hostile work environment harassment, disparate treatment discrimination and retaliation against Hispanic, Latino, Black, American Indian, Asian, Pacific Islander and other minority workers at its facilities in Colorado and other states. Under the proposed four-year consent decree, the drilling company also will create a new vice president position to be filled by a "qualified EEO professional" who will facilitate, monitor and report on the company's compliance with certain training, management evaluation, minority outreach, and other remedial measures. EEOC v. Patterson-UTI Drilling Co., No. 1:15-cv-00600 (D. Colo. consent decree filed Mar. 24, 2015).
  
  
• In January 2015, Skanska USA Building, Inc., a building contractor headquartered in Parsippany, N.J., paid $95,000 to settle a racial harassment and retaliation lawsuit brought by the EEOC. According to the EEOC's suit, Skanska violated federal law by allowing workers to subject a class of Black employees who were working as buck hoist operators to racial harassment, and by firing them for complaining to Skanska about the misconduct. Skanska served as the general contractor on the Methodist Le Bonheur Children's Hospital in Memphis, where the incidents in this lawsuit took place. The class of Black employees worked for C-1, Inc. Construction Company, a minority-owned subcontractor for Skanska. Skanska awarded a subcontract to C-1 to provide buck hoist operations for the construction site and thereafter supervised all C-1 employees while at the work site. The EEOC charged that Skanska failed to properly investigate complaints from the buck hoist operators that white employees subjected them to racially offensive comments and physical assault. EEOC v. Shanska USA Building, Inc., No. 2:10-cv-02717 (W.D. Tenn. Jan. 29, 2015).
  
  
• In December 2014, two Memphis-based affiliates of Select Staffing, employment companies doing business in Tennessee, agreed to pay $580,000 to settle allegations they engaged in race and national origin discrimination. The EEOC's lawsuit charged that the staffing firms had discriminated against four Black temporary employees and a class of Black and non-Hispanic job applicants by failing to place or refer them for employment. The four temporary employees said while seeking employment through the company's Memphis area facilities, they witnessed Hispanic applicants getting preferential treatment in hiring and placement. EEOC v. New Koosharem Corp., No. 2:13-cv-2761 (W.D. Tenn. consent decree filed Dec. 5, 2014).
  
  
• In December 2014, three related well-servicing companies agreed to pay $1.2 million to settle allegations by the Equal Employment Opportunity Commission of verbal abuse of minority employees. The EEOC complaint alleged that J&R employees regularly used racial slurs to refer to Black, Hispanic and Native American employees. Employees of these racial groups on company rigs regularly heard racist terms and demeaning remarks about green cards and deportation, the EEOC complaint said. Several individuals complained to management, but their complaints were minimized or ignored, the complaint alleged. For example, an area supervisor responded to employee complaints by telling the complainants they could quit or by saying that he was sick of everyone coming to him and that everyone simply needed to do their jobs. In addition, the complaint stated that several men were demoted or fired after taking their complaints of discrimination to the Wyoming Department of Workforce Services' Labor Standards Division. EEOC v. Dart Energy Corp., No. 13-cv-00198 (D. Wyo. consent decree filed Dec. 1, 2014).
  
  
• In November 2014, a Rockville, Md.-based environmental remediation services contractor paid $415,000 and provide various other relief to settle a class lawsuit alleging that the company engaged in a pattern or practice of race and sex discrimination in its recruitment and hiring of field laborers. Under a three-year consent decree signed Nov. 10 by Judge Paul W. Grimm of the U.S. District Court for the District of Maryland, ACM Services Inc. will pay a combined $110,000 to the two Hispanic female workers who first brought the allegations to the EEOC's attention and will establish a class fund of $305,000 for other potential claimants to be identified by the agency. According to the EEOC, the company has relied exclusively on "word-of-mouth recruitment practices" for field laborer positions, with the intent and effect of restricting the recruitment of Black and female applicants. ACM also subjected the two charging parties to harassment based on sex, national origin and race, and it retaliated against them for opposing the mistreatment-and against one of them based on her association with Black people-by firing them, the commission alleged. The agreement applies to all ACM facilities and locations nationwide and has extra-territorial application to the extent permitted by Title VII of the 1964 Civil Rights Act. In addition to the monetary relief, the decree requires the company to set numerical hiring goals for its field laborer positions, recruit Black and female applicants via print and Internet advertisements and report to the EEOC regarding its attainment of the numerical hiring goals and other settlement terms. EEOC v. ACM Servs., Inc., No. 8:14-cv-02997 (D. Md. consent decree filed Nov. 10, 2014).
  
  
• In November 2014, Battaglia Distributing Corporation paid $735,000 to a group of current and former African-American employees. In this case, the EEOC alleged that the Battaglia tolerated an egregious race-based hostile work environment, requiring African-American dock workers to endure harassment that included racial slurs (including the "N" word). Among other relief provided under the decree, Battaglia also will provide its managers with training on Title VII and report regularly to the EEOC on any complaints it has received, as well as provide other data to demonstrate that it has not retaliated against any of the participants in the litigation. EEOC v. Battaglia Distrib. Corp., No. 13-cv-5789 (N.D. Ill. consent decree entered Nov. 10, 2014).

• Significant EEOC Race/Color Cases (rest of cases)

​

That they prevailed does not mean that they were right.

The city government of New Haven was so afraid of a title iv lawsuit, that they discriminated against 17 whites, denying them their rightful promotions,

even though they had done NOTHING wrong.



ALL of the dem appointed justices on the Court, supported the idea that simply having an unequal outcome, regardless of the reason or lack of discrimination causing it,


was a good reason to use force to increase black promotions.

Prove when racism ended ....l.

I've repeatedly proved that today, racism is primarily about government mandated discrimination in favor of blacks against whites.

 

[Paul Essien]

I have had black supervisors in some of the companies I worked for. Never a problem. We worked well together and race was never an issue.

1) I'd rather ask your black supervisors the question as to whether race was not an issue. Not you.
2) This kinda proves what I've always said that contrary to popular belief black people are actually reluctant to allege racism, be it on the job, or in schools, or anywhere else. It is actually the case that black folks typically “stuff” their experiences with discrimination and racism, only making an allegation after many, many incidents have happened

White denial has long trumped claims of racism. Black people under-report their experiences with racism, rather than exaggerate.

 

[IM2]

A good question, but not when one is discussing the actions of current white people.

You are constantly speaking as though white people TODAY, are completely hostile to any participation in their events by black people.

That is absurd.

So I'm arguing (or debating) the side of the issue that says it's preposterous to believe that the majority of white people believe blacks are more racists than whites. I'm stating that the whole idea that this could be true is ludicrous because of the fact that the people who founded our nation were white supremacists...

The founding of this nation was almost two hundred and fifty years ago.


To pretend that it is "preposterous" that ideas could change is as little as 10 generations,

is utterly preposterous of YOU.

Whatever angst you're feeling that you believe is caused by black people pursuing and fighting for their equal rights couldn't possibly compare to actual systemic and long term damage that was inflicted, rarely acknowledged and certainly have never had any steps taken to be made "whole" again as some others have.

I only mention the past strife of desegregation, to show that the majority of the population was very serious and committed to doing it.

So if it sounds like I'm not taking time out to acknowledge the non-racist white people or argue this issue from the other side it's because we're outnumbered by people who have no concept of what racism actually entails, an appalling lack of knowledge of American history, little if any understanding of civil rights legislation or the ability to read and understand court rulings. Plus I'm doing this in between my other work & studies.

Sorry, but that's no excuse for acting like it's the height of Klan power in 2018.

What's confounding to me is that you personally have stated that the country is no longer hostile to African Americans but I don't understand how you could arrive at that conclusion if you're paying attention to the things that are being posted just in this message board conversation. Before this one I was participating on one on affirmative action and that one was way worse than this one.

Have you see the analysis of the population of white voters who supported EITHER, the hypothetical presidency of Colin Powell o the actual presidency of President Obama?


The percentage of white voters who were hostile to BOTH of those black candidates, was in the single digits.

If everything that you've achieved or obtained in your life was done without having to face adversity, then good for you, a lot of us were not given that option. So we had to learn how to navigate a landscape that was littered with landmines and with people sabotaging our efforts at times all along the way. So when I hear sometime crying about black history month, or Black entertainment TV or Black whatever my reaction is usually "seriously, the worse thing you have to worry about in life is what someone else who happens to be black is celebrating or watching?"

NOt sure where you got the idea, I have not faced adversity.


If you have Black History Month, can I have White History Month?

You do, they are called January March, April, May, June, July, August, September, October, November, and December.

None of them are a White History Month, with the celebration of white history made mandatory in schools, with ALL students indoctrinated into how wonderful whites are and how terrible any groups that fought against them were.

Obama got 43 and 39 percent of the white vote in both his campaigns. You live in an imaginary world.

From mostly white dems.


Powell polled getting the vast majority of the rest.


The whites in this country that won't vote for a black man for President, is in single digits.

White racism is done differently now, we know it and you do it.

Agreed. Today it is a very weak force with instead of having the law behind it, has the law against it.

Just as you know you are lying and that you are a racist, we know what you are here trying to tell us. This is not about the KKK when there are about 1,000 or more white supremacist groups in existence today and the number is growing

All drawing from the same small pool of losers living in their parents basement. You lefties like to talk about the "number of groups" but you never talk ACTUAL NUMBERS of white supremacists.

Prove when racism ended and its effects were allayed. Show, with data and peer-reviewed studies supporting your argument, when the effects of the hundreds of years of anti-Black racism from chattel slavery through Old Jim Crow leveled off. Show when the wealth expropriated during that oppression was repaid to those it was expropriated from and through. And remember, after you’ve addressed the end of anti-Black racism you’ll still have to explain when anti-Latinx, anti-Asian, anti-Arab, and anti-Native racism came to an end as well.

 

[IM2]

A good question, but not when one is discussing the actions of current white people.

You are constantly speaking as though white people TODAY, are completely hostile to any participation in their events by black people.

That is absurd.

The EEOC investigates Title VII claims among other things. Is 2017 current enough for you? (these are only some of the cases in which they prevailed)

E-RACE AND OTHER EEOC INITIATIVES
Systemic

• In December 2017, Laquila Group Inc., a Brooklyn-based construction company, paid $625,000 into a class settlement fund and took measures to eliminate race bias and retaliation against black construction laborers. In its lawsuit, EEOC alleged that Laquila engaged in systemic discrimination against black employees as a class by subjecting them to racial harassment, including referring to them using the N-word, "gorilla," and similar epithets. The Commission also alleged that the company fired an employee who complained about the harassment. The consent decree also requires Laquila to set up a hotline for employees to report illegal discrimination, provide anti-discrimination training to its managers, adopt revised anti-discrimination policies and employee complaint procedures and report all worker harassment and retaliation complaints to the EEOC for the 42-month duration of the agreement. EEOC v. The Laquila Grp., Inc., No. 1:16-cv-05194 (E.D.N.Y. consent decree approved Dec. 1, 2017).
  
  
• In November 2017, after an extensive five-year, complicated systemic investigation and settlement efforts, the EEOC reached an agreement with Lone Star Community College covering recruitment, hiring and mentoring of African-American and Hispanic applicants and employees. The terms of the agreement were designed to enhance the College's commitment to the recruitment of African-American and Hispanics and to engage in meaningful monitoring of the College's efforts to reach its recruitment and hiring goals. The agreement included some novel relief, such as: implementation of a new applicant tracking system; establishing an advisory committee focused on the recruitment, development and retention of minority groups; hiring of recruitment firms; developing new interview protocol training; establishing a mentoring program for recently hired minority employees; and updating job descriptions for all college manager positions to require as a job component the diversity of its workforce.
  
  
• In August 2017, Ford Motor Company agreed to pay nearly $10.125 million to settle sex and race harassment investigation by the EEOC at two Ford plants in Chicago area. In its investigation, the EEOC found reasonable cause to believe that personnel at two Ford facilities in the Chicago area, the Chicago Assembly Plant and the Chicago Stamping Plant, had subjected female and African-American employees to sexual and racial harassment. The EEOC also found that the company retaliated against employees who complained about the harassment or discrimination. In addition to the monetary relief, the conciliation agreement provides ensures that during the next five years, Ford will conduct regular training at the two Chicago-area facilities; continue to disseminate its anti-harassment and anti-discrimination policies and procedures to employees and new hires; report to EEOC regarding complaints of harassment and/or related discrimination; and monitor its workforce regarding issues of alleged sexual or racial harassment and related discrimination.
  
  
• In July 2017, Bass Pro Outdoor World LLC agreed, without admitting wrongdoing, to pay $10.5 million to a class of African-American and Hispanic workers the EEOC alleged it discriminated against by failing to hire because of their race and/or national origin in violation of Title VII. According to the consent decree, Bass Pro will engage in good faith efforts to increase diversity by reaching out to minority colleges and technical schools, participating in job fairs in communities with large minority populations and post job openings in publications popular among Black and Hispanic communities. Additionally, every six months for the next 42 months, Bass Pro is to report to the EEOC its hiring rates on a store-by-store basis. EEOC v. Bass Pro Outdoor World LLC, Case No. 4:11-cv-03425 (S.D. Tex. consent decree filed July 24, 2017).
  
  
• In June 2017, the EEOC investigated a restaurant operating over 100 facilities in the Eastern U.S. involving issues of hiring discrimination against African Americans. The restaurant agreed to pay $9.6 million to class members as part of a conciliation agreement. Additionally, the restaurant will overhaul its hiring procedures and has agreed to institute practices aimed at meeting hiring targets consistent with the labor market in each of the locations in which it has facilities. The new hiring procedures include implementation of an extensive applicant tracking system that will better enable the EEOC and the company to assess whether the company is meeting the targeted hiring levels. The restaurant will also provide an annual report to EEOC detailing the company's efforts in complying with the agreement and its objectives over the term of the five-year agreement, including detailed hiring assessments for each facility covered by the agreement.
  
  
• In May 2017, Rosebud Restaurants agreed to pay $1.9 million to resolve a race discrimination lawsuit brought by the EEOC against 13 restaurants in the Chicago area. The chain was charged with refusing to hire African-American applicants and having managers who used racial slurs to refer to African-Americans. The monetary award will be paid to African-American applicants who were denied jobs. Pursuant to a consent decree, the chain also agreed to hiring goals with the aim of having 11 percent of its future workforce be African American. Rosebud is also required to recruit African-American applicants as well as train employees and managers about race discrimination. EEOC v. Rosebud Rest., No. 1:13-cv-06656 (N.D. Ill. May 30, 2017).

• In December 2016, Crothall Services Group, Inc., a nationwide provider of janitorial and facilities management services, settled an EEOC lawsuit by adopting significant changes to its record-keeping practices related to the use of criminal background checks. According to the EEOC's complaint, Crothall used criminal background checks to make hiring decisions without making and keeping required records that disclose the impact criminal history assessments have on persons identifiable by race, sex, or ethnic group, a violation of Title VII of the Civil Rights Act of 1965. EEOC v. Crothall Servs. Group, Inc., Civil Action No. 2:15-cv-03812-AB (E.D. Pa. Dec. 16, 2016).
  
  
• In August 2016, a magistrate judge reaffirmed that "African" has long been recognized as an acceptable class entitled to protection under Title VII. The EEOC alleged that the Defendants, a health care management system and nursing home discriminated against African employees, specifically employees from Ethiopia and Sudan, when it terminated four personal care providers all on the same day, allegedly for failing to pass a newly instituted written exam. The EEOC brought disparate impact and treatment claims based on race and national origin, and a retaliation claim for a white supervisor who stood up for the African workers and was fired several months before the test was instituted. Defendants moved for dismissal arguing (1) Africa is not a nation and so cannot serve as the basis of a national origin claim, (2) EEOC failed to allege any shared cultural or linguistic characteristics between the aggrieved individuals so they could not constitute a protected class; and (3) the EEOC's retaliation claim must be dismissed because EEOC failed to allege protected activity or the Defendants had knowledge of the white supervisor's motivations. The Magistrate Judge recommended that the motion be denied in total. EEOC v. Columbine Health Sys. & New Mercer Commons, Civ. Action No. 15-cv-01597-MSK-CBS (D. Colo. Aug. 19, 2016).
  
  
• In June 2016, the EEOC obtained a $350,000 settlement in its race discrimination lawsuit against defendant FAPS, Inc., a company located at Port Newark, N.J., involved in the processing for final sale of shipped automobiles. In this case, the Commission alleged that the company engaged in a pattern-or-practice of race discrimination by relying on word-of-mouth hiring which resulted in a predominantly white workforce despite the substantial African-American available workforce in the Newark area. The agency further alleged that FAPS refused to hire qualified African-American candidates, including by telling them that no positions were available when in fact FAPS was hiring. Finally, the EEOC alleged that FAPS' employment application contained improper pre-employment medical inquiries in violation of the ADA. Besides the monetary compensation, the five year consent decree requires FAPS to meet substantial hiring goals for African-Americans; give hiring priority to rejected class members who are interested in working at the company; use recruiting methods designed to increase the African-American applicant pool; and hire an EEO coordinator to ensure compliance with Title VII. EEOC v. FAPS, Inc., C.A. No. No. 2:10-cv-03095 (D.N.J. June 15, 2016).
  
  
• In April 2015, Local 25 of the Sheet Metal Workers' International Association and its associated apprenticeship school agreed to create a back pay fund for a group of minority sheet metal workers in partial settlement of race discrimination claims against the local union. Pursuant to the settlement, it is estimated that the union will pay approximately $12.7 million over the next five years and provide substantial remedial relief to partially resolve claims made against the union in 1991-2002. The trade union, which is responsible for sheet metal journeypersons in northern New Jersey, allegedly discriminated against black and Hispanic journeypersons over a multi-year period in hiring and job assignments. An analysis of hours and wages showed African-American and Hispanic workers received fewer hours of work than their white co-workers during most of this same timeframe. This particular agreement covers from April 1991 through December 2002. EEOC v. Local 28 of the Sheet Metal Workers' Int'l Ass'n, Case No. 71 Civ. 2887 (LAK) (S.D.N.Y. April 2, 2015).
  
  
• In December 2015, Hillshire Brands (formerly known as Sara Lee Corporation) agreed to pay $4 million to 74 workers at the now-shuttered Paris, Texas, plant, including the dozens of people who sought EEOC charges against Hillshire and other aggrieved workers identified by the EEOC and the plaintiffs. This resolution settles claims that the company subjected a class of Black employees to a hostile work environment that included racist graffiti and comments, that included the N-word and "boy." The company also agreed to implement training at all of its plants in a bid to end consolidated suits from the EEOC and former worker Stanley Beaty. The consent decree also requires Hillshire to implement anti-racism training and create a mechanism for employees at its existing plants to confidentially report instances of harassment, discrimination and retaliation. The settlement also requires Hillshire to designate one employee to serve as a point-of-contact for those who feel they've been treated improperly and to punish workers with suspensions and even termination who are found "by reasonable evidence" to have engaged in racial bias or behavior related to it. EEOC v. Hillshire Brands Co. f/k/a Sara Lee Corp., No. 2:15-cv-01347 (E.D. Tex. consent decree filed 12/18/15) and Beaty et al v. The Hillshire Brands Co. et al., No. 2:14-cv-00058 (E.D. Tex. consent decree filed 12/18/15).
  
  
• In October 2015, a federal judge held that the operators of an Indianapolis Hampton Inn in contempt for failing to comply with five different conditions settling the EEOC's class race discrimination and retaliation lawsuit against the companies. The judge faulted Noble Management LLC and New Indianapolis Hotels for failing to: (1) properly post notices; (2) properly train management employees; (3) keep employment records; (4) institute a new hiring procedure for housekeeping employees; and (5) reinstate three former housekeeping employees. The judge also faulted Noble and New Indianapolis Hotels for comingling of medical records in employee personnel files. As background, the EEOC filed suit against operators New Indianapolis Hotels LLC and Noble Management LLC in September 2010, alleging that their Hampton Inn fired African-American housekeepers because of their race and in retaliation for complaints about race discrimination. The agency also charged that the hotel paid lower wages to Black housekeepers, excluded Black housekeeping applicants on a systemic basis, and failed to maintain records required by law in violation of Title VII. In September 2012, the judge entered a five-year consent decree resolving the EEOC's litigation against the hotel operators. The decree provided $355,000 in monetary relief to approximately 75 African-American former housekeeping employees and applicants and required training, notice posting, reinstatement of three former housekeeping employees, a new hiring procedure for housekeeping employees and ordered that the defendants maintain employment-related records. The court also enjoined the operators from race discrimination and retaliation in the future. In March 2014, following the filing of the EEOC's contempt motion, Judge Lawrence ruled that the defendants violated the terms of the 2012 decree and ordered Defendants to pay more than $50,000 in back wages to the three former housekeepers whose reinstatement was delayed. Defendants were also ordered to: (1) provide monthly reporting to the EEOC on compliance with the new hiring procedure, recordkeeping and posting; (2) pay fines for late reporting; (3) allow random inspections by the EEOC subject to a fine, for failure to grant access; (4) pay fines for failure to post, destroying records or failing to distribute employment applications; (5) provide EEOC with any requested employment records within 15 days of a request; (6) cease comingling medical records; and (7) train management employees. The posting and training provisions of the Decree were also extended by two years. In November 2015, the judge awarded $50,515 in fees and $6,733.76 in costs to the EEOC because the "Defendants willfully violated the explicit terms of the Consent Decree and repeatedly failed to comply with it [.]" EEOC v. New Indianapolis Hotels LLC and Noble Management LLC, C.A. No. 1:10-CV-01234-WTL-DKL (N.D. Ind. Nov. 9, 2015) (fee ruling).
  
  
• In September 2015, BMW Manufacturing Co. settled for $1.6 million and other relief an EEOC lawsuit alleging that the company's criminal background check policy disproportionately affects black logistics workers at a South Carolina plant. Specifically, the EEOC alleged that after learning the results of the criminal background checks around July 2008, BMW denied plant access to 88 logistics employees, resulting in their termination from the previous logistics provider and denial of hire by the new logistics services provider for work at BMW. Of those 88 employees, 70 were Black. Some of the logistics employees had been employed at BMW for several years, working for the various logistics services providers utilized by BMW since the opening of the plant in 1994. Under the terms of a consent decree signed by Judge Henry M. Herlong of the U.S. District Court for the District of South Carolina, the $1.6 million will be shared by 56 known claimants and other black applicants the EEOC said were shut out of BMW's Spartanburg, S.C., plant when the company switched to a new logistics contractor. In addition to the monetary relief, the company will provide each claimant who wishes to return to the facility an opportunity to apply for a logistics position. BMW will also notify other applicants who have previously expressed interest in a logistics position at the facility of their right to apply for work, the decree states. BMW has implemented a new criminal background check policy and will continue to operate under that policy throughout the three-year term of the decree. The company is expressly enjoined from "utilizing the criminal background check guidelines" challenged by the EEOC in its lawsuit, the decree states. The agreement also imposes on BMW notice-posting, training, record-keeping, reporting and other requirements. EEOC v. BMW Mfg. Co., No. 7:13-cv-01583 (D.S.C. consent decree filed Sep. 8, 2015).
  
  
• In August 2015, Target Corp. settled for $2.8 million an EEOC charge that the retailer's former tests for hiring for professional jobs discriminated against applicants based on race, sex and disability. Three assessments used by Target disproportionately screened out female and racial minority applicants, and a separate psychological assessment was a pre-employment medical examination that violated the Americans with Disabilities Act, the EEOC had charged. Target also violated Title VII of the 1964 Civil Rights Act by failing to maintain the records sufficient to gauge the impact of its hiring procedures. Under the three-year conciliation agreement, reached before any lawsuit was filed, Target has discontinued the use of the tests and made changes to its applicant tracking system, the EEOC said. About 4,500 unsuccessful applicants affected by the alleged discriminatory tests now are eligible to file claims for monetary relief.
  
  
• In March 2015, a Texas-based oil and gas drilling company agreed to settle for $12.26 million the EEOC's lawsuit alleging discrimination, harassment and retaliation against racial minorities nationwide. According to a complaint filed by the EEOC the same day as the proposed decree, Patterson-UTI had engaged in patterns or practices of hostile work environment harassment, disparate treatment discrimination and retaliation against Hispanic, Latino, Black, American Indian, Asian, Pacific Islander and other minority workers at its facilities in Colorado and other states. Under the proposed four-year consent decree, the drilling company also will create a new vice president position to be filled by a "qualified EEO professional" who will facilitate, monitor and report on the company's compliance with certain training, management evaluation, minority outreach, and other remedial measures. EEOC v. Patterson-UTI Drilling Co., No. 1:15-cv-00600 (D. Colo. consent decree filed Mar. 24, 2015).
  
  
• In January 2015, Skanska USA Building, Inc., a building contractor headquartered in Parsippany, N.J., paid $95,000 to settle a racial harassment and retaliation lawsuit brought by the EEOC. According to the EEOC's suit, Skanska violated federal law by allowing workers to subject a class of Black employees who were working as buck hoist operators to racial harassment, and by firing them for complaining to Skanska about the misconduct. Skanska served as the general contractor on the Methodist Le Bonheur Children's Hospital in Memphis, where the incidents in this lawsuit took place. The class of Black employees worked for C-1, Inc. Construction Company, a minority-owned subcontractor for Skanska. Skanska awarded a subcontract to C-1 to provide buck hoist operations for the construction site and thereafter supervised all C-1 employees while at the work site. The EEOC charged that Skanska failed to properly investigate complaints from the buck hoist operators that white employees subjected them to racially offensive comments and physical assault. EEOC v. Shanska USA Building, Inc., No. 2:10-cv-02717 (W.D. Tenn. Jan. 29, 2015).
  
  
• In December 2014, two Memphis-based affiliates of Select Staffing, employment companies doing business in Tennessee, agreed to pay $580,000 to settle allegations they engaged in race and national origin discrimination. The EEOC's lawsuit charged that the staffing firms had discriminated against four Black temporary employees and a class of Black and non-Hispanic job applicants by failing to place or refer them for employment. The four temporary employees said while seeking employment through the company's Memphis area facilities, they witnessed Hispanic applicants getting preferential treatment in hiring and placement. EEOC v. New Koosharem Corp., No. 2:13-cv-2761 (W.D. Tenn. consent decree filed Dec. 5, 2014).
  
  
• In December 2014, three related well-servicing companies agreed to pay $1.2 million to settle allegations by the Equal Employment Opportunity Commission of verbal abuse of minority employees. The EEOC complaint alleged that J&R employees regularly used racial slurs to refer to Black, Hispanic and Native American employees. Employees of these racial groups on company rigs regularly heard racist terms and demeaning remarks about green cards and deportation, the EEOC complaint said. Several individuals complained to management, but their complaints were minimized or ignored, the complaint alleged. For example, an area supervisor responded to employee complaints by telling the complainants they could quit or by saying that he was sick of everyone coming to him and that everyone simply needed to do their jobs. In addition, the complaint stated that several men were demoted or fired after taking their complaints of discrimination to the Wyoming Department of Workforce Services' Labor Standards Division. EEOC v. Dart Energy Corp., No. 13-cv-00198 (D. Wyo. consent decree filed Dec. 1, 2014).
  
  
• In November 2014, a Rockville, Md.-based environmental remediation services contractor paid $415,000 and provide various other relief to settle a class lawsuit alleging that the company engaged in a pattern or practice of race and sex discrimination in its recruitment and hiring of field laborers. Under a three-year consent decree signed Nov. 10 by Judge Paul W. Grimm of the U.S. District Court for the District of Maryland, ACM Services Inc. will pay a combined $110,000 to the two Hispanic female workers who first brought the allegations to the EEOC's attention and will establish a class fund of $305,000 for other potential claimants to be identified by the agency. According to the EEOC, the company has relied exclusively on "word-of-mouth recruitment practices" for field laborer positions, with the intent and effect of restricting the recruitment of Black and female applicants. ACM also subjected the two charging parties to harassment based on sex, national origin and race, and it retaliated against them for opposing the mistreatment-and against one of them based on her association with Black people-by firing them, the commission alleged. The agreement applies to all ACM facilities and locations nationwide and has extra-territorial application to the extent permitted by Title VII of the 1964 Civil Rights Act. In addition to the monetary relief, the decree requires the company to set numerical hiring goals for its field laborer positions, recruit Black and female applicants via print and Internet advertisements and report to the EEOC regarding its attainment of the numerical hiring goals and other settlement terms. EEOC v. ACM Servs., Inc., No. 8:14-cv-02997 (D. Md. consent decree filed Nov. 10, 2014).
  
  
• In November 2014, Battaglia Distributing Corporation paid $735,000 to a group of current and former African-American employees. In this case, the EEOC alleged that the Battaglia tolerated an egregious race-based hostile work environment, requiring African-American dock workers to endure harassment that included racial slurs (including the "N" word). Among other relief provided under the decree, Battaglia also will provide its managers with training on Title VII and report regularly to the EEOC on any complaints it has received, as well as provide other data to demonstrate that it has not retaliated against any of the participants in the litigation. EEOC v. Battaglia Distrib. Corp., No. 13-cv-5789 (N.D. Ill. consent decree entered Nov. 10, 2014).

• Significant EEOC Race/Color Cases (rest of cases)

​

That they prevailed does not mean that they were right.

The city government of New Haven was so afraid of a title iv lawsuit, that they discriminated against 17 whites, denying them their rightful promotions,

even though they had done NOTHING wrong.



ALL of the dem appointed justices on the Court, supported the idea that simply having an unequal outcome, regardless of the reason or lack of discrimination causing it,


was a good reason to use force to increase black promotions.

Prove when racism ended ....l.

I've repeatedly proved that today, racism is primarily about government mandated discrimination in favor of blacks against whites.

You haven't proven anything. There is no such mandated discrimination.

 

[IM2]

There is No Such Thing as White Discrimination

It’s no secret that people of color have the disadvantage when it comes to being accepted into a pristine college. This form of discrimination holds back people of color (POC) from achieving success at the top schools of this nation. To make matters worse, President Donald Trump is now suing colleges that use affirmative action for POC who begin to close the racial gap between them and whites at the most prestigious universities like Harvard and Princeton.

Donald Trump’s focus is mainly directed towards Harvard, who as of 2017 accepted a freshman class with a demographic of 50.8 percent of students who do not identify as white, along with nearly half of that amount identifying as an Asian-American. Similar data has been shown for the class before, although it wasn’t considered as much of a newsworthy headline as it is now. The only difference from this year and the last is the President who is currently holding office.

To make matters worse, this project will be run out of the division’s front office where Trump’s bias political appointees work, rather than the Educational Opportunities section ran by civil servants who are used to handling work involving schools and universities.

The case is ironic due to the fact that white people still hold the advantage in not only college, but in life. To even suggest that white people have it nearly as hard as any POC is a slap in the face, especially when it affects their higher education. There have even been joking, yet honest remarks made by popular television hosts on the topic: The Daily Show TV personality, Trevor Noah stated “Where? The sun?” when responding to the statement that whites are being discriminated against. Noah also sarcastically exclaims “You know how many times I go to colleges in America and say, ‘Hey, where’s all the white people?”

There is No Such Thing as White Discrimination

It's time to start shutting peoples mouths.

 

[Paul Essien]

A few days ago a white man shoots himself and then blames two black men

And there's more

White people always default to their national boogeyman....black people! When in doubt it was those negroes over there!

 

[IM2]

Systemic Racism, Still A Thing

When racism shows up in our laws, that's worse than a thousand people calling us "*******." The president's Muslim travel ban and harsh immigration enforcement are good examples of bigotry manifesting in our public policy, but for once, Trump isn’t even the most worrisome politician in his own administration. Attorney General Jeff Sessions is putting in some real work at the moment to show just how racist a government can be in the modern era. The late civil rights activist Coretta Scott King warned us of Sessions’s impulse to disregard the civil rights of African-Americans, and his tenure thus far shows that she was right: Whether it's withdrawing opposition to discriminatory state voter-identification laws or calling for a new War on Drugs (especially marijuana) to feed private and public prisons, Sessions has seized the power of the state to exacerbate racial inequality and stagnate progressive measures to fight it.

This particular strain of systemic bias is perhaps most evident in how Sessions has tried to protect the feelings of law enforcement officials. Sessions claims that police brutality can be attributed to "bad apple" cops, and thus resists federal consent decrees — or formal agreements between the federal government and district courts to reform police departments. Even though these decrees have been proven to reduce corrupt, biased policing in cities like Los Angeles and Seattle, Sessions argued during a radio interview last week that these decrees "can reduce morale of the police officers," as if that was the main priority. He went on to endorse the "broken windows" style of policing — increasing arrests for minor crimes as a way to deter more serious ones — a tactic which has proven to be both ineffective and discriminatory. The attorney general seems to want to coddle cops, but is actually making their jobs more difficult by supporting policies that will escalate tensions between them and communities of color. Perhaps Sessions does so because he knows who usually ends up paying the heaviest price in those confrontations. Whatever his reasoning, he is choosing to do this. The racial disparities and inequities furthered by his policies are not an accidental byproduct. It's a package deal.

Some of his fellow conservatives apparently recognize this. In March, several former Justice Department officials called upon Sessions to clean up the "ideological rot" of the Obama administration by ridding the government of lawyers who might seek to protect communities disproportionately affected by civil rights violations. The way these former officials explained it gives the impression that white people suffer from similar discrimination as African-Americans, Latinos, and other marginalized racial groups. This is a convenient and persistent fiction that enables white self-victimization and diverts attention away from actual racial slights.

Sessions isn’t the only Trump administration official who embodies this attitude. Candice Jackson, the new head of the Department of Education's civil rights division, made a similar accusation during her undergraduate days at Stanford. ProPublica reported that Jackson claimed she was discriminated against for her whiteness when she wasn't allowed to join a calculus class section reserved for students of color. It's a common refrain that still echoes throughout university campuses: That efforts to address structural racial inequities are themselves racist. Now Jackson (an avowed anti-feminist to boot) is charged with ensuring that the civil rights of students are protected by the federal government.

Her accusation, though, points to a laughably impossible paradox within conservatism: How can one deny evidence of bigotry while claiming to be the victim of it? Somehow, conservatives believe reverse racism is a real thing while actual racism is not.

Systemic Racism, Still A Thing

The lessons continues.

 

[Taz]

Systemic Racism, Still A Thing

When racism shows up in our laws, that's worse than a thousand people calling us "*******." The president's Muslim travel ban and harsh immigration enforcement are good examples of bigotry manifesting in our public policy, but for once, Trump isn’t even the most worrisome politician in his own administration. Attorney General Jeff Sessions is putting in some real work at the moment to show just how racist a government can be in the modern era. The late civil rights activist Coretta Scott King warned us of Sessions’s impulse to disregard the civil rights of African-Americans, and his tenure thus far shows that she was right: Whether it's withdrawing opposition to discriminatory state voter-identification laws or calling for a new War on Drugs (especially marijuana) to feed private and public prisons, Sessions has seized the power of the state to exacerbate racial inequality and stagnate progressive measures to fight it.

This particular strain of systemic bias is perhaps most evident in how Sessions has tried to protect the feelings of law enforcement officials. Sessions claims that police brutality can be attributed to "bad apple" cops, and thus resists federal consent decrees — or formal agreements between the federal government and district courts to reform police departments. Even though these decrees have been proven to reduce corrupt, biased policing in cities like Los Angeles and Seattle, Sessions argued during a radio interview last week that these decrees "can reduce morale of the police officers," as if that was the main priority. He went on to endorse the "broken windows" style of policing — increasing arrests for minor crimes as a way to deter more serious ones — a tactic which has proven to be both ineffective and discriminatory. The attorney general seems to want to coddle cops, but is actually making their jobs more difficult by supporting policies that will escalate tensions between them and communities of color. Perhaps Sessions does so because he knows who usually ends up paying the heaviest price in those confrontations. Whatever his reasoning, he is choosing to do this. The racial disparities and inequities furthered by his policies are not an accidental byproduct. It's a package deal.

Some of his fellow conservatives apparently recognize this. In March, several former Justice Department officials called upon Sessions to clean up the "ideological rot" of the Obama administration by ridding the government of lawyers who might seek to protect communities disproportionately affected by civil rights violations. The way these former officials explained it gives the impression that white people suffer from similar discrimination as African-Americans, Latinos, and other marginalized racial groups. This is a convenient and persistent fiction that enables white self-victimization and diverts attention away from actual racial slights.

Sessions isn’t the only Trump administration official who embodies this attitude. Candice Jackson, the new head of the Department of Education's civil rights division, made a similar accusation during her undergraduate days at Stanford. ProPublica reported that Jackson claimed she was discriminated against for her whiteness when she wasn't allowed to join a calculus class section reserved for students of color. It's a common refrain that still echoes throughout university campuses: That efforts to address structural racial inequities are themselves racist. Now Jackson (an avowed anti-feminist to boot) is charged with ensuring that the civil rights of students are protected by the federal government.

Her accusation, though, points to a laughably impossible paradox within conservatism: How can one deny evidence of bigotry while claiming to be the victim of it? Somehow, conservatives believe reverse racism is a real thing while actual racism is not.

Systemic Racism, Still A Thing

The lessons continues.

It's not wrong to not like Muslims, they live by a barbaric system, Sharia Law, and they are trying to take over the world with that shit.

 

[Correll]

A good question, but not when one is discussing the actions of current white people.

You are constantly speaking as though white people TODAY, are completely hostile to any participation in their events by black people.

That is absurd.

The EEOC investigates Title VII claims among other things. Is 2017 current enough for you? (these are only some of the cases in which they prevailed)

E-RACE AND OTHER EEOC INITIATIVES
Systemic

• In December 2017, Laquila Group Inc., a Brooklyn-based construction company, paid $625,000 into a class settlement fund and took measures to eliminate race bias and retaliation against black construction laborers. In its lawsuit, EEOC alleged that Laquila engaged in systemic discrimination against black employees as a class by subjecting them to racial harassment, including referring to them using the N-word, "gorilla," and similar epithets. The Commission also alleged that the company fired an employee who complained about the harassment. The consent decree also requires Laquila to set up a hotline for employees to report illegal discrimination, provide anti-discrimination training to its managers, adopt revised anti-discrimination policies and employee complaint procedures and report all worker harassment and retaliation complaints to the EEOC for the 42-month duration of the agreement. EEOC v. The Laquila Grp., Inc., No. 1:16-cv-05194 (E.D.N.Y. consent decree approved Dec. 1, 2017).
  
  
• In November 2017, after an extensive five-year, complicated systemic investigation and settlement efforts, the EEOC reached an agreement with Lone Star Community College covering recruitment, hiring and mentoring of African-American and Hispanic applicants and employees. The terms of the agreement were designed to enhance the College's commitment to the recruitment of African-American and Hispanics and to engage in meaningful monitoring of the College's efforts to reach its recruitment and hiring goals. The agreement included some novel relief, such as: implementation of a new applicant tracking system; establishing an advisory committee focused on the recruitment, development and retention of minority groups; hiring of recruitment firms; developing new interview protocol training; establishing a mentoring program for recently hired minority employees; and updating job descriptions for all college manager positions to require as a job component the diversity of its workforce.
  
  
• In August 2017, Ford Motor Company agreed to pay nearly $10.125 million to settle sex and race harassment investigation by the EEOC at two Ford plants in Chicago area. In its investigation, the EEOC found reasonable cause to believe that personnel at two Ford facilities in the Chicago area, the Chicago Assembly Plant and the Chicago Stamping Plant, had subjected female and African-American employees to sexual and racial harassment. The EEOC also found that the company retaliated against employees who complained about the harassment or discrimination. In addition to the monetary relief, the conciliation agreement provides ensures that during the next five years, Ford will conduct regular training at the two Chicago-area facilities; continue to disseminate its anti-harassment and anti-discrimination policies and procedures to employees and new hires; report to EEOC regarding complaints of harassment and/or related discrimination; and monitor its workforce regarding issues of alleged sexual or racial harassment and related discrimination.
  
  
• In July 2017, Bass Pro Outdoor World LLC agreed, without admitting wrongdoing, to pay $10.5 million to a class of African-American and Hispanic workers the EEOC alleged it discriminated against by failing to hire because of their race and/or national origin in violation of Title VII. According to the consent decree, Bass Pro will engage in good faith efforts to increase diversity by reaching out to minority colleges and technical schools, participating in job fairs in communities with large minority populations and post job openings in publications popular among Black and Hispanic communities. Additionally, every six months for the next 42 months, Bass Pro is to report to the EEOC its hiring rates on a store-by-store basis. EEOC v. Bass Pro Outdoor World LLC, Case No. 4:11-cv-03425 (S.D. Tex. consent decree filed July 24, 2017).
  
  
• In June 2017, the EEOC investigated a restaurant operating over 100 facilities in the Eastern U.S. involving issues of hiring discrimination against African Americans. The restaurant agreed to pay $9.6 million to class members as part of a conciliation agreement. Additionally, the restaurant will overhaul its hiring procedures and has agreed to institute practices aimed at meeting hiring targets consistent with the labor market in each of the locations in which it has facilities. The new hiring procedures include implementation of an extensive applicant tracking system that will better enable the EEOC and the company to assess whether the company is meeting the targeted hiring levels. The restaurant will also provide an annual report to EEOC detailing the company's efforts in complying with the agreement and its objectives over the term of the five-year agreement, including detailed hiring assessments for each facility covered by the agreement.
  
  
• In May 2017, Rosebud Restaurants agreed to pay $1.9 million to resolve a race discrimination lawsuit brought by the EEOC against 13 restaurants in the Chicago area. The chain was charged with refusing to hire African-American applicants and having managers who used racial slurs to refer to African-Americans. The monetary award will be paid to African-American applicants who were denied jobs. Pursuant to a consent decree, the chain also agreed to hiring goals with the aim of having 11 percent of its future workforce be African American. Rosebud is also required to recruit African-American applicants as well as train employees and managers about race discrimination. EEOC v. Rosebud Rest., No. 1:13-cv-06656 (N.D. Ill. May 30, 2017).

• In December 2016, Crothall Services Group, Inc., a nationwide provider of janitorial and facilities management services, settled an EEOC lawsuit by adopting significant changes to its record-keeping practices related to the use of criminal background checks. According to the EEOC's complaint, Crothall used criminal background checks to make hiring decisions without making and keeping required records that disclose the impact criminal history assessments have on persons identifiable by race, sex, or ethnic group, a violation of Title VII of the Civil Rights Act of 1965. EEOC v. Crothall Servs. Group, Inc., Civil Action No. 2:15-cv-03812-AB (E.D. Pa. Dec. 16, 2016).
  
  
• In August 2016, a magistrate judge reaffirmed that "African" has long been recognized as an acceptable class entitled to protection under Title VII. The EEOC alleged that the Defendants, a health care management system and nursing home discriminated against African employees, specifically employees from Ethiopia and Sudan, when it terminated four personal care providers all on the same day, allegedly for failing to pass a newly instituted written exam. The EEOC brought disparate impact and treatment claims based on race and national origin, and a retaliation claim for a white supervisor who stood up for the African workers and was fired several months before the test was instituted. Defendants moved for dismissal arguing (1) Africa is not a nation and so cannot serve as the basis of a national origin claim, (2) EEOC failed to allege any shared cultural or linguistic characteristics between the aggrieved individuals so they could not constitute a protected class; and (3) the EEOC's retaliation claim must be dismissed because EEOC failed to allege protected activity or the Defendants had knowledge of the white supervisor's motivations. The Magistrate Judge recommended that the motion be denied in total. EEOC v. Columbine Health Sys. & New Mercer Commons, Civ. Action No. 15-cv-01597-MSK-CBS (D. Colo. Aug. 19, 2016).
  
  
• In June 2016, the EEOC obtained a $350,000 settlement in its race discrimination lawsuit against defendant FAPS, Inc., a company located at Port Newark, N.J., involved in the processing for final sale of shipped automobiles. In this case, the Commission alleged that the company engaged in a pattern-or-practice of race discrimination by relying on word-of-mouth hiring which resulted in a predominantly white workforce despite the substantial African-American available workforce in the Newark area. The agency further alleged that FAPS refused to hire qualified African-American candidates, including by telling them that no positions were available when in fact FAPS was hiring. Finally, the EEOC alleged that FAPS' employment application contained improper pre-employment medical inquiries in violation of the ADA. Besides the monetary compensation, the five year consent decree requires FAPS to meet substantial hiring goals for African-Americans; give hiring priority to rejected class members who are interested in working at the company; use recruiting methods designed to increase the African-American applicant pool; and hire an EEO coordinator to ensure compliance with Title VII. EEOC v. FAPS, Inc., C.A. No. No. 2:10-cv-03095 (D.N.J. June 15, 2016).
  
  
• In April 2015, Local 25 of the Sheet Metal Workers' International Association and its associated apprenticeship school agreed to create a back pay fund for a group of minority sheet metal workers in partial settlement of race discrimination claims against the local union. Pursuant to the settlement, it is estimated that the union will pay approximately $12.7 million over the next five years and provide substantial remedial relief to partially resolve claims made against the union in 1991-2002. The trade union, which is responsible for sheet metal journeypersons in northern New Jersey, allegedly discriminated against black and Hispanic journeypersons over a multi-year period in hiring and job assignments. An analysis of hours and wages showed African-American and Hispanic workers received fewer hours of work than their white co-workers during most of this same timeframe. This particular agreement covers from April 1991 through December 2002. EEOC v. Local 28 of the Sheet Metal Workers' Int'l Ass'n, Case No. 71 Civ. 2887 (LAK) (S.D.N.Y. April 2, 2015).
  
  
• In December 2015, Hillshire Brands (formerly known as Sara Lee Corporation) agreed to pay $4 million to 74 workers at the now-shuttered Paris, Texas, plant, including the dozens of people who sought EEOC charges against Hillshire and other aggrieved workers identified by the EEOC and the plaintiffs. This resolution settles claims that the company subjected a class of Black employees to a hostile work environment that included racist graffiti and comments, that included the N-word and "boy." The company also agreed to implement training at all of its plants in a bid to end consolidated suits from the EEOC and former worker Stanley Beaty. The consent decree also requires Hillshire to implement anti-racism training and create a mechanism for employees at its existing plants to confidentially report instances of harassment, discrimination and retaliation. The settlement also requires Hillshire to designate one employee to serve as a point-of-contact for those who feel they've been treated improperly and to punish workers with suspensions and even termination who are found "by reasonable evidence" to have engaged in racial bias or behavior related to it. EEOC v. Hillshire Brands Co. f/k/a Sara Lee Corp., No. 2:15-cv-01347 (E.D. Tex. consent decree filed 12/18/15) and Beaty et al v. The Hillshire Brands Co. et al., No. 2:14-cv-00058 (E.D. Tex. consent decree filed 12/18/15).
  
  
• In October 2015, a federal judge held that the operators of an Indianapolis Hampton Inn in contempt for failing to comply with five different conditions settling the EEOC's class race discrimination and retaliation lawsuit against the companies. The judge faulted Noble Management LLC and New Indianapolis Hotels for failing to: (1) properly post notices; (2) properly train management employees; (3) keep employment records; (4) institute a new hiring procedure for housekeeping employees; and (5) reinstate three former housekeeping employees. The judge also faulted Noble and New Indianapolis Hotels for comingling of medical records in employee personnel files. As background, the EEOC filed suit against operators New Indianapolis Hotels LLC and Noble Management LLC in September 2010, alleging that their Hampton Inn fired African-American housekeepers because of their race and in retaliation for complaints about race discrimination. The agency also charged that the hotel paid lower wages to Black housekeepers, excluded Black housekeeping applicants on a systemic basis, and failed to maintain records required by law in violation of Title VII. In September 2012, the judge entered a five-year consent decree resolving the EEOC's litigation against the hotel operators. The decree provided $355,000 in monetary relief to approximately 75 African-American former housekeeping employees and applicants and required training, notice posting, reinstatement of three former housekeeping employees, a new hiring procedure for housekeeping employees and ordered that the defendants maintain employment-related records. The court also enjoined the operators from race discrimination and retaliation in the future. In March 2014, following the filing of the EEOC's contempt motion, Judge Lawrence ruled that the defendants violated the terms of the 2012 decree and ordered Defendants to pay more than $50,000 in back wages to the three former housekeepers whose reinstatement was delayed. Defendants were also ordered to: (1) provide monthly reporting to the EEOC on compliance with the new hiring procedure, recordkeeping and posting; (2) pay fines for late reporting; (3) allow random inspections by the EEOC subject to a fine, for failure to grant access; (4) pay fines for failure to post, destroying records or failing to distribute employment applications; (5) provide EEOC with any requested employment records within 15 days of a request; (6) cease comingling medical records; and (7) train management employees. The posting and training provisions of the Decree were also extended by two years. In November 2015, the judge awarded $50,515 in fees and $6,733.76 in costs to the EEOC because the "Defendants willfully violated the explicit terms of the Consent Decree and repeatedly failed to comply with it [.]" EEOC v. New Indianapolis Hotels LLC and Noble Management LLC, C.A. No. 1:10-CV-01234-WTL-DKL (N.D. Ind. Nov. 9, 2015) (fee ruling).
  
  
• In September 2015, BMW Manufacturing Co. settled for $1.6 million and other relief an EEOC lawsuit alleging that the company's criminal background check policy disproportionately affects black logistics workers at a South Carolina plant. Specifically, the EEOC alleged that after learning the results of the criminal background checks around July 2008, BMW denied plant access to 88 logistics employees, resulting in their termination from the previous logistics provider and denial of hire by the new logistics services provider for work at BMW. Of those 88 employees, 70 were Black. Some of the logistics employees had been employed at BMW for several years, working for the various logistics services providers utilized by BMW since the opening of the plant in 1994. Under the terms of a consent decree signed by Judge Henry M. Herlong of the U.S. District Court for the District of South Carolina, the $1.6 million will be shared by 56 known claimants and other black applicants the EEOC said were shut out of BMW's Spartanburg, S.C., plant when the company switched to a new logistics contractor. In addition to the monetary relief, the company will provide each claimant who wishes to return to the facility an opportunity to apply for a logistics position. BMW will also notify other applicants who have previously expressed interest in a logistics position at the facility of their right to apply for work, the decree states. BMW has implemented a new criminal background check policy and will continue to operate under that policy throughout the three-year term of the decree. The company is expressly enjoined from "utilizing the criminal background check guidelines" challenged by the EEOC in its lawsuit, the decree states. The agreement also imposes on BMW notice-posting, training, record-keeping, reporting and other requirements. EEOC v. BMW Mfg. Co., No. 7:13-cv-01583 (D.S.C. consent decree filed Sep. 8, 2015).
  
  
• In August 2015, Target Corp. settled for $2.8 million an EEOC charge that the retailer's former tests for hiring for professional jobs discriminated against applicants based on race, sex and disability. Three assessments used by Target disproportionately screened out female and racial minority applicants, and a separate psychological assessment was a pre-employment medical examination that violated the Americans with Disabilities Act, the EEOC had charged. Target also violated Title VII of the 1964 Civil Rights Act by failing to maintain the records sufficient to gauge the impact of its hiring procedures. Under the three-year conciliation agreement, reached before any lawsuit was filed, Target has discontinued the use of the tests and made changes to its applicant tracking system, the EEOC said. About 4,500 unsuccessful applicants affected by the alleged discriminatory tests now are eligible to file claims for monetary relief.
  
  
• In March 2015, a Texas-based oil and gas drilling company agreed to settle for $12.26 million the EEOC's lawsuit alleging discrimination, harassment and retaliation against racial minorities nationwide. According to a complaint filed by the EEOC the same day as the proposed decree, Patterson-UTI had engaged in patterns or practices of hostile work environment harassment, disparate treatment discrimination and retaliation against Hispanic, Latino, Black, American Indian, Asian, Pacific Islander and other minority workers at its facilities in Colorado and other states. Under the proposed four-year consent decree, the drilling company also will create a new vice president position to be filled by a "qualified EEO professional" who will facilitate, monitor and report on the company's compliance with certain training, management evaluation, minority outreach, and other remedial measures. EEOC v. Patterson-UTI Drilling Co., No. 1:15-cv-00600 (D. Colo. consent decree filed Mar. 24, 2015).
  
  
• In January 2015, Skanska USA Building, Inc., a building contractor headquartered in Parsippany, N.J., paid $95,000 to settle a racial harassment and retaliation lawsuit brought by the EEOC. According to the EEOC's suit, Skanska violated federal law by allowing workers to subject a class of Black employees who were working as buck hoist operators to racial harassment, and by firing them for complaining to Skanska about the misconduct. Skanska served as the general contractor on the Methodist Le Bonheur Children's Hospital in Memphis, where the incidents in this lawsuit took place. The class of Black employees worked for C-1, Inc. Construction Company, a minority-owned subcontractor for Skanska. Skanska awarded a subcontract to C-1 to provide buck hoist operations for the construction site and thereafter supervised all C-1 employees while at the work site. The EEOC charged that Skanska failed to properly investigate complaints from the buck hoist operators that white employees subjected them to racially offensive comments and physical assault. EEOC v. Shanska USA Building, Inc., No. 2:10-cv-02717 (W.D. Tenn. Jan. 29, 2015).
  
  
• In December 2014, two Memphis-based affiliates of Select Staffing, employment companies doing business in Tennessee, agreed to pay $580,000 to settle allegations they engaged in race and national origin discrimination. The EEOC's lawsuit charged that the staffing firms had discriminated against four Black temporary employees and a class of Black and non-Hispanic job applicants by failing to place or refer them for employment. The four temporary employees said while seeking employment through the company's Memphis area facilities, they witnessed Hispanic applicants getting preferential treatment in hiring and placement. EEOC v. New Koosharem Corp., No. 2:13-cv-2761 (W.D. Tenn. consent decree filed Dec. 5, 2014).
  
  
• In December 2014, three related well-servicing companies agreed to pay $1.2 million to settle allegations by the Equal Employment Opportunity Commission of verbal abuse of minority employees. The EEOC complaint alleged that J&R employees regularly used racial slurs to refer to Black, Hispanic and Native American employees. Employees of these racial groups on company rigs regularly heard racist terms and demeaning remarks about green cards and deportation, the EEOC complaint said. Several individuals complained to management, but their complaints were minimized or ignored, the complaint alleged. For example, an area supervisor responded to employee complaints by telling the complainants they could quit or by saying that he was sick of everyone coming to him and that everyone simply needed to do their jobs. In addition, the complaint stated that several men were demoted or fired after taking their complaints of discrimination to the Wyoming Department of Workforce Services' Labor Standards Division. EEOC v. Dart Energy Corp., No. 13-cv-00198 (D. Wyo. consent decree filed Dec. 1, 2014).
  
  
• In November 2014, a Rockville, Md.-based environmental remediation services contractor paid $415,000 and provide various other relief to settle a class lawsuit alleging that the company engaged in a pattern or practice of race and sex discrimination in its recruitment and hiring of field laborers. Under a three-year consent decree signed Nov. 10 by Judge Paul W. Grimm of the U.S. District Court for the District of Maryland, ACM Services Inc. will pay a combined $110,000 to the two Hispanic female workers who first brought the allegations to the EEOC's attention and will establish a class fund of $305,000 for other potential claimants to be identified by the agency. According to the EEOC, the company has relied exclusively on "word-of-mouth recruitment practices" for field laborer positions, with the intent and effect of restricting the recruitment of Black and female applicants. ACM also subjected the two charging parties to harassment based on sex, national origin and race, and it retaliated against them for opposing the mistreatment-and against one of them based on her association with Black people-by firing them, the commission alleged. The agreement applies to all ACM facilities and locations nationwide and has extra-territorial application to the extent permitted by Title VII of the 1964 Civil Rights Act. In addition to the monetary relief, the decree requires the company to set numerical hiring goals for its field laborer positions, recruit Black and female applicants via print and Internet advertisements and report to the EEOC regarding its attainment of the numerical hiring goals and other settlement terms. EEOC v. ACM Servs., Inc., No. 8:14-cv-02997 (D. Md. consent decree filed Nov. 10, 2014).
  
  
• In November 2014, Battaglia Distributing Corporation paid $735,000 to a group of current and former African-American employees. In this case, the EEOC alleged that the Battaglia tolerated an egregious race-based hostile work environment, requiring African-American dock workers to endure harassment that included racial slurs (including the "N" word). Among other relief provided under the decree, Battaglia also will provide its managers with training on Title VII and report regularly to the EEOC on any complaints it has received, as well as provide other data to demonstrate that it has not retaliated against any of the participants in the litigation. EEOC v. Battaglia Distrib. Corp., No. 13-cv-5789 (N.D. Ill. consent decree entered Nov. 10, 2014).

• Significant EEOC Race/Color Cases (rest of cases)

​

That they prevailed does not mean that they were right.

The city government of New Haven was so afraid of a title iv lawsuit, that they discriminated against 17 whites, denying them their rightful promotions,

even though they had done NOTHING wrong.



ALL of the dem appointed justices on the Court, supported the idea that simply having an unequal outcome, regardless of the reason or lack of discrimination causing it,


was a good reason to use force to increase black promotions.

Prove when racism ended ....l.

I've repeatedly proved that today, racism is primarily about government mandated discrimination in favor of blacks against whites.

You haven't proven anything. There is no such mandated discrimination.

Yes, I have, you are a liar.

 

[Slimdugger99]

A good question, but not when one is discussing the actions of current white people.

You are constantly speaking as though white people TODAY, are completely hostile to any participation in their events by black people.

That is absurd.

The EEOC investigates Title VII claims among other things. Is 2017 current enough for you? (these are only some of the cases in which they prevailed)

E-RACE AND OTHER EEOC INITIATIVES
Systemic

• In December 2017, Laquila Group Inc., a Brooklyn-based construction company, paid $625,000 into a class settlement fund and took measures to eliminate race bias and retaliation against black construction laborers. In its lawsuit, EEOC alleged that Laquila engaged in systemic discrimination against black employees as a class by subjecting them to racial harassment, including referring to them using the N-word, "gorilla," and similar epithets. The Commission also alleged that the company fired an employee who complained about the harassment. The consent decree also requires Laquila to set up a hotline for employees to report illegal discrimination, provide anti-discrimination training to its managers, adopt revised anti-discrimination policies and employee complaint procedures and report all worker harassment and retaliation complaints to the EEOC for the 42-month duration of the agreement. EEOC v. The Laquila Grp., Inc., No. 1:16-cv-05194 (E.D.N.Y. consent decree approved Dec. 1, 2017).
  
  
• In November 2017, after an extensive five-year, complicated systemic investigation and settlement efforts, the EEOC reached an agreement with Lone Star Community College covering recruitment, hiring and mentoring of African-American and Hispanic applicants and employees. The terms of the agreement were designed to enhance the College's commitment to the recruitment of African-American and Hispanics and to engage in meaningful monitoring of the College's efforts to reach its recruitment and hiring goals. The agreement included some novel relief, such as: implementation of a new applicant tracking system; establishing an advisory committee focused on the recruitment, development and retention of minority groups; hiring of recruitment firms; developing new interview protocol training; establishing a mentoring program for recently hired minority employees; and updating job descriptions for all college manager positions to require as a job component the diversity of its workforce.
  
  
• In August 2017, Ford Motor Company agreed to pay nearly $10.125 million to settle sex and race harassment investigation by the EEOC at two Ford plants in Chicago area. In its investigation, the EEOC found reasonable cause to believe that personnel at two Ford facilities in the Chicago area, the Chicago Assembly Plant and the Chicago Stamping Plant, had subjected female and African-American employees to sexual and racial harassment. The EEOC also found that the company retaliated against employees who complained about the harassment or discrimination. In addition to the monetary relief, the conciliation agreement provides ensures that during the next five years, Ford will conduct regular training at the two Chicago-area facilities; continue to disseminate its anti-harassment and anti-discrimination policies and procedures to employees and new hires; report to EEOC regarding complaints of harassment and/or related discrimination; and monitor its workforce regarding issues of alleged sexual or racial harassment and related discrimination.
  
  
• In July 2017, Bass Pro Outdoor World LLC agreed, without admitting wrongdoing, to pay $10.5 million to a class of African-American and Hispanic workers the EEOC alleged it discriminated against by failing to hire because of their race and/or national origin in violation of Title VII. According to the consent decree, Bass Pro will engage in good faith efforts to increase diversity by reaching out to minority colleges and technical schools, participating in job fairs in communities with large minority populations and post job openings in publications popular among Black and Hispanic communities. Additionally, every six months for the next 42 months, Bass Pro is to report to the EEOC its hiring rates on a store-by-store basis. EEOC v. Bass Pro Outdoor World LLC, Case No. 4:11-cv-03425 (S.D. Tex. consent decree filed July 24, 2017).
  
  
• In June 2017, the EEOC investigated a restaurant operating over 100 facilities in the Eastern U.S. involving issues of hiring discrimination against African Americans. The restaurant agreed to pay $9.6 million to class members as part of a conciliation agreement. Additionally, the restaurant will overhaul its hiring procedures and has agreed to institute practices aimed at meeting hiring targets consistent with the labor market in each of the locations in which it has facilities. The new hiring procedures include implementation of an extensive applicant tracking system that will better enable the EEOC and the company to assess whether the company is meeting the targeted hiring levels. The restaurant will also provide an annual report to EEOC detailing the company's efforts in complying with the agreement and its objectives over the term of the five-year agreement, including detailed hiring assessments for each facility covered by the agreement.
  
  
• In May 2017, Rosebud Restaurants agreed to pay $1.9 million to resolve a race discrimination lawsuit brought by the EEOC against 13 restaurants in the Chicago area. The chain was charged with refusing to hire African-American applicants and having managers who used racial slurs to refer to African-Americans. The monetary award will be paid to African-American applicants who were denied jobs. Pursuant to a consent decree, the chain also agreed to hiring goals with the aim of having 11 percent of its future workforce be African American. Rosebud is also required to recruit African-American applicants as well as train employees and managers about race discrimination. EEOC v. Rosebud Rest., No. 1:13-cv-06656 (N.D. Ill. May 30, 2017).

• In December 2016, Crothall Services Group, Inc., a nationwide provider of janitorial and facilities management services, settled an EEOC lawsuit by adopting significant changes to its record-keeping practices related to the use of criminal background checks. According to the EEOC's complaint, Crothall used criminal background checks to make hiring decisions without making and keeping required records that disclose the impact criminal history assessments have on persons identifiable by race, sex, or ethnic group, a violation of Title VII of the Civil Rights Act of 1965. EEOC v. Crothall Servs. Group, Inc., Civil Action No. 2:15-cv-03812-AB (E.D. Pa. Dec. 16, 2016).
  
  
• In August 2016, a magistrate judge reaffirmed that "African" has long been recognized as an acceptable class entitled to protection under Title VII. The EEOC alleged that the Defendants, a health care management system and nursing home discriminated against African employees, specifically employees from Ethiopia and Sudan, when it terminated four personal care providers all on the same day, allegedly for failing to pass a newly instituted written exam. The EEOC brought disparate impact and treatment claims based on race and national origin, and a retaliation claim for a white supervisor who stood up for the African workers and was fired several months before the test was instituted. Defendants moved for dismissal arguing (1) Africa is not a nation and so cannot serve as the basis of a national origin claim, (2) EEOC failed to allege any shared cultural or linguistic characteristics between the aggrieved individuals so they could not constitute a protected class; and (3) the EEOC's retaliation claim must be dismissed because EEOC failed to allege protected activity or the Defendants had knowledge of the white supervisor's motivations. The Magistrate Judge recommended that the motion be denied in total. EEOC v. Columbine Health Sys. & New Mercer Commons, Civ. Action No. 15-cv-01597-MSK-CBS (D. Colo. Aug. 19, 2016).
  
  
• In June 2016, the EEOC obtained a $350,000 settlement in its race discrimination lawsuit against defendant FAPS, Inc., a company located at Port Newark, N.J., involved in the processing for final sale of shipped automobiles. In this case, the Commission alleged that the company engaged in a pattern-or-practice of race discrimination by relying on word-of-mouth hiring which resulted in a predominantly white workforce despite the substantial African-American available workforce in the Newark area. The agency further alleged that FAPS refused to hire qualified African-American candidates, including by telling them that no positions were available when in fact FAPS was hiring. Finally, the EEOC alleged that FAPS' employment application contained improper pre-employment medical inquiries in violation of the ADA. Besides the monetary compensation, the five year consent decree requires FAPS to meet substantial hiring goals for African-Americans; give hiring priority to rejected class members who are interested in working at the company; use recruiting methods designed to increase the African-American applicant pool; and hire an EEO coordinator to ensure compliance with Title VII. EEOC v. FAPS, Inc., C.A. No. No. 2:10-cv-03095 (D.N.J. June 15, 2016).
  
  
• In April 2015, Local 25 of the Sheet Metal Workers' International Association and its associated apprenticeship school agreed to create a back pay fund for a group of minority sheet metal workers in partial settlement of race discrimination claims against the local union. Pursuant to the settlement, it is estimated that the union will pay approximately $12.7 million over the next five years and provide substantial remedial relief to partially resolve claims made against the union in 1991-2002. The trade union, which is responsible for sheet metal journeypersons in northern New Jersey, allegedly discriminated against black and Hispanic journeypersons over a multi-year period in hiring and job assignments. An analysis of hours and wages showed African-American and Hispanic workers received fewer hours of work than their white co-workers during most of this same timeframe. This particular agreement covers from April 1991 through December 2002. EEOC v. Local 28 of the Sheet Metal Workers' Int'l Ass'n, Case No. 71 Civ. 2887 (LAK) (S.D.N.Y. April 2, 2015).
  
  
• In December 2015, Hillshire Brands (formerly known as Sara Lee Corporation) agreed to pay $4 million to 74 workers at the now-shuttered Paris, Texas, plant, including the dozens of people who sought EEOC charges against Hillshire and other aggrieved workers identified by the EEOC and the plaintiffs. This resolution settles claims that the company subjected a class of Black employees to a hostile work environment that included racist graffiti and comments, that included the N-word and "boy." The company also agreed to implement training at all of its plants in a bid to end consolidated suits from the EEOC and former worker Stanley Beaty. The consent decree also requires Hillshire to implement anti-racism training and create a mechanism for employees at its existing plants to confidentially report instances of harassment, discrimination and retaliation. The settlement also requires Hillshire to designate one employee to serve as a point-of-contact for those who feel they've been treated improperly and to punish workers with suspensions and even termination who are found "by reasonable evidence" to have engaged in racial bias or behavior related to it. EEOC v. Hillshire Brands Co. f/k/a Sara Lee Corp., No. 2:15-cv-01347 (E.D. Tex. consent decree filed 12/18/15) and Beaty et al v. The Hillshire Brands Co. et al., No. 2:14-cv-00058 (E.D. Tex. consent decree filed 12/18/15).
  
  
• In October 2015, a federal judge held that the operators of an Indianapolis Hampton Inn in contempt for failing to comply with five different conditions settling the EEOC's class race discrimination and retaliation lawsuit against the companies. The judge faulted Noble Management LLC and New Indianapolis Hotels for failing to: (1) properly post notices; (2) properly train management employees; (3) keep employment records; (4) institute a new hiring procedure for housekeeping employees; and (5) reinstate three former housekeeping employees. The judge also faulted Noble and New Indianapolis Hotels for comingling of medical records in employee personnel files. As background, the EEOC filed suit against operators New Indianapolis Hotels LLC and Noble Management LLC in September 2010, alleging that their Hampton Inn fired African-American housekeepers because of their race and in retaliation for complaints about race discrimination. The agency also charged that the hotel paid lower wages to Black housekeepers, excluded Black housekeeping applicants on a systemic basis, and failed to maintain records required by law in violation of Title VII. In September 2012, the judge entered a five-year consent decree resolving the EEOC's litigation against the hotel operators. The decree provided $355,000 in monetary relief to approximately 75 African-American former housekeeping employees and applicants and required training, notice posting, reinstatement of three former housekeeping employees, a new hiring procedure for housekeeping employees and ordered that the defendants maintain employment-related records. The court also enjoined the operators from race discrimination and retaliation in the future. In March 2014, following the filing of the EEOC's contempt motion, Judge Lawrence ruled that the defendants violated the terms of the 2012 decree and ordered Defendants to pay more than $50,000 in back wages to the three former housekeepers whose reinstatement was delayed. Defendants were also ordered to: (1) provide monthly reporting to the EEOC on compliance with the new hiring procedure, recordkeeping and posting; (2) pay fines for late reporting; (3) allow random inspections by the EEOC subject to a fine, for failure to grant access; (4) pay fines for failure to post, destroying records or failing to distribute employment applications; (5) provide EEOC with any requested employment records within 15 days of a request; (6) cease comingling medical records; and (7) train management employees. The posting and training provisions of the Decree were also extended by two years. In November 2015, the judge awarded $50,515 in fees and $6,733.76 in costs to the EEOC because the "Defendants willfully violated the explicit terms of the Consent Decree and repeatedly failed to comply with it [.]" EEOC v. New Indianapolis Hotels LLC and Noble Management LLC, C.A. No. 1:10-CV-01234-WTL-DKL (N.D. Ind. Nov. 9, 2015) (fee ruling).
  
  
• In September 2015, BMW Manufacturing Co. settled for $1.6 million and other relief an EEOC lawsuit alleging that the company's criminal background check policy disproportionately affects black logistics workers at a South Carolina plant. Specifically, the EEOC alleged that after learning the results of the criminal background checks around July 2008, BMW denied plant access to 88 logistics employees, resulting in their termination from the previous logistics provider and denial of hire by the new logistics services provider for work at BMW. Of those 88 employees, 70 were Black. Some of the logistics employees had been employed at BMW for several years, working for the various logistics services providers utilized by BMW since the opening of the plant in 1994. Under the terms of a consent decree signed by Judge Henry M. Herlong of the U.S. District Court for the District of South Carolina, the $1.6 million will be shared by 56 known claimants and other black applicants the EEOC said were shut out of BMW's Spartanburg, S.C., plant when the company switched to a new logistics contractor. In addition to the monetary relief, the company will provide each claimant who wishes to return to the facility an opportunity to apply for a logistics position. BMW will also notify other applicants who have previously expressed interest in a logistics position at the facility of their right to apply for work, the decree states. BMW has implemented a new criminal background check policy and will continue to operate under that policy throughout the three-year term of the decree. The company is expressly enjoined from "utilizing the criminal background check guidelines" challenged by the EEOC in its lawsuit, the decree states. The agreement also imposes on BMW notice-posting, training, record-keeping, reporting and other requirements. EEOC v. BMW Mfg. Co., No. 7:13-cv-01583 (D.S.C. consent decree filed Sep. 8, 2015).
  
  
• In August 2015, Target Corp. settled for $2.8 million an EEOC charge that the retailer's former tests for hiring for professional jobs discriminated against applicants based on race, sex and disability. Three assessments used by Target disproportionately screened out female and racial minority applicants, and a separate psychological assessment was a pre-employment medical examination that violated the Americans with Disabilities Act, the EEOC had charged. Target also violated Title VII of the 1964 Civil Rights Act by failing to maintain the records sufficient to gauge the impact of its hiring procedures. Under the three-year conciliation agreement, reached before any lawsuit was filed, Target has discontinued the use of the tests and made changes to its applicant tracking system, the EEOC said. About 4,500 unsuccessful applicants affected by the alleged discriminatory tests now are eligible to file claims for monetary relief.
  
  
• In March 2015, a Texas-based oil and gas drilling company agreed to settle for $12.26 million the EEOC's lawsuit alleging discrimination, harassment and retaliation against racial minorities nationwide. According to a complaint filed by the EEOC the same day as the proposed decree, Patterson-UTI had engaged in patterns or practices of hostile work environment harassment, disparate treatment discrimination and retaliation against Hispanic, Latino, Black, American Indian, Asian, Pacific Islander and other minority workers at its facilities in Colorado and other states. Under the proposed four-year consent decree, the drilling company also will create a new vice president position to be filled by a "qualified EEO professional" who will facilitate, monitor and report on the company's compliance with certain training, management evaluation, minority outreach, and other remedial measures. EEOC v. Patterson-UTI Drilling Co., No. 1:15-cv-00600 (D. Colo. consent decree filed Mar. 24, 2015).
  
  
• In January 2015, Skanska USA Building, Inc., a building contractor headquartered in Parsippany, N.J., paid $95,000 to settle a racial harassment and retaliation lawsuit brought by the EEOC. According to the EEOC's suit, Skanska violated federal law by allowing workers to subject a class of Black employees who were working as buck hoist operators to racial harassment, and by firing them for complaining to Skanska about the misconduct. Skanska served as the general contractor on the Methodist Le Bonheur Children's Hospital in Memphis, where the incidents in this lawsuit took place. The class of Black employees worked for C-1, Inc. Construction Company, a minority-owned subcontractor for Skanska. Skanska awarded a subcontract to C-1 to provide buck hoist operations for the construction site and thereafter supervised all C-1 employees while at the work site. The EEOC charged that Skanska failed to properly investigate complaints from the buck hoist operators that white employees subjected them to racially offensive comments and physical assault. EEOC v. Shanska USA Building, Inc., No. 2:10-cv-02717 (W.D. Tenn. Jan. 29, 2015).
  
  
• In December 2014, two Memphis-based affiliates of Select Staffing, employment companies doing business in Tennessee, agreed to pay $580,000 to settle allegations they engaged in race and national origin discrimination. The EEOC's lawsuit charged that the staffing firms had discriminated against four Black temporary employees and a class of Black and non-Hispanic job applicants by failing to place or refer them for employment. The four temporary employees said while seeking employment through the company's Memphis area facilities, they witnessed Hispanic applicants getting preferential treatment in hiring and placement. EEOC v. New Koosharem Corp., No. 2:13-cv-2761 (W.D. Tenn. consent decree filed Dec. 5, 2014).
  
  
• In December 2014, three related well-servicing companies agreed to pay $1.2 million to settle allegations by the Equal Employment Opportunity Commission of verbal abuse of minority employees. The EEOC complaint alleged that J&R employees regularly used racial slurs to refer to Black, Hispanic and Native American employees. Employees of these racial groups on company rigs regularly heard racist terms and demeaning remarks about green cards and deportation, the EEOC complaint said. Several individuals complained to management, but their complaints were minimized or ignored, the complaint alleged. For example, an area supervisor responded to employee complaints by telling the complainants they could quit or by saying that he was sick of everyone coming to him and that everyone simply needed to do their jobs. In addition, the complaint stated that several men were demoted or fired after taking their complaints of discrimination to the Wyoming Department of Workforce Services' Labor Standards Division. EEOC v. Dart Energy Corp., No. 13-cv-00198 (D. Wyo. consent decree filed Dec. 1, 2014).
  
  
• In November 2014, a Rockville, Md.-based environmental remediation services contractor paid $415,000 and provide various other relief to settle a class lawsuit alleging that the company engaged in a pattern or practice of race and sex discrimination in its recruitment and hiring of field laborers. Under a three-year consent decree signed Nov. 10 by Judge Paul W. Grimm of the U.S. District Court for the District of Maryland, ACM Services Inc. will pay a combined $110,000 to the two Hispanic female workers who first brought the allegations to the EEOC's attention and will establish a class fund of $305,000 for other potential claimants to be identified by the agency. According to the EEOC, the company has relied exclusively on "word-of-mouth recruitment practices" for field laborer positions, with the intent and effect of restricting the recruitment of Black and female applicants. ACM also subjected the two charging parties to harassment based on sex, national origin and race, and it retaliated against them for opposing the mistreatment-and against one of them based on her association with Black people-by firing them, the commission alleged. The agreement applies to all ACM facilities and locations nationwide and has extra-territorial application to the extent permitted by Title VII of the 1964 Civil Rights Act. In addition to the monetary relief, the decree requires the company to set numerical hiring goals for its field laborer positions, recruit Black and female applicants via print and Internet advertisements and report to the EEOC regarding its attainment of the numerical hiring goals and other settlement terms. EEOC v. ACM Servs., Inc., No. 8:14-cv-02997 (D. Md. consent decree filed Nov. 10, 2014).
  
  
• In November 2014, Battaglia Distributing Corporation paid $735,000 to a group of current and former African-American employees. In this case, the EEOC alleged that the Battaglia tolerated an egregious race-based hostile work environment, requiring African-American dock workers to endure harassment that included racial slurs (including the "N" word). Among other relief provided under the decree, Battaglia also will provide its managers with training on Title VII and report regularly to the EEOC on any complaints it has received, as well as provide other data to demonstrate that it has not retaliated against any of the participants in the litigation. EEOC v. Battaglia Distrib. Corp., No. 13-cv-5789 (N.D. Ill. consent decree entered Nov. 10, 2014).

• Significant EEOC Race/Color Cases (rest of cases)

​

That they prevailed does not mean that they were right.

The city government of New Haven was so afraid of a title iv lawsuit, that they discriminated against 17 whites, denying them their rightful promotions,

even though they had done NOTHING wrong.



ALL of the dem appointed justices on the Court, supported the idea that simply having an unequal outcome, regardless of the reason or lack of discrimination causing it,


was a good reason to use force to increase black promotions.

Prove when racism ended ....l.

I've repeatedly proved that today, racism is primarily about government mandated discrimination in favor of blacks against whites.

Boy, a lot of time and words spent discussing something that can’t be proven. In any case Black rage, not racism, is the product of centuries of exploitation and maltreatment of Africans by whites in this country. A justifiable and unconscious human reaction to genocide and oppression. White racism on the other hand is a coldly calculated regimen of violence and dehumanization instituted solely for the purposes of subjugation and dominance to maintain privilege.


Sent from my iPhone using Tapatalk

 

[Correll]

There is No Such Thing as White Discrimination

It’s no secret that people of color have the disadvantage when it comes to being accepted into a pristine college. .....

You say this and not only does your post make no attempt to support it, you ignore the many times I have posted evidence that black skin is a huge bonus in ivy league admissions.


You are a liar and a race baiter.

 

[IM2]

Most Americans Oppose White Supremacists, But Many Share Their Views:

A new poll in the wake of the violence in Charlottesville, Virginia, finds that while Americans widely say they oppose racism and white nationalism, many still appear to hold far-right, white supremacist views.

The Ipsos poll, for Thomson Reuters and the University of Virginia Center for Politics, was conducted online from Aug. 21 to Sept. 5 ― in the weeks following the deadly white supremacist rally in Charlottesville. It sampled around 5,360 American adults, asking questions about race that respondents could agree or disagree with to varying degrees.

“While there is relatively little national endorsement of neo-Nazis and white supremacists,” according to the release describing the poll’s findings, “there are troubling levels of support for certain racially-charged ideas and attitudes frequently expressed by extremist groups.”

While the vast majority of Americans polled expressed support for racial equality when asked in so many words ― 70 percent strongly agreed that “all races are equal,” and 89 percent agreed that all races should be treated equally ― people’s responses got murkier when it came to expressing their viewpoints on particular issues related to race and extremism.

For instance, while only 8 percent of respondents said they supported white nationalism as a group or movement, a far larger percentage said they supported viewpoints widely held by white supremacist groups: 31 percent of Americans polled strongly or somewhat agreed that “America must protect and preserve its White European heritage,” and 39 percent agreed that “white people are currently under attack in this country.”

Most Americans Oppose White Supremacists, But Many Share Their Views: Poll | HuffPost

I can keep going.

 

[IM2]

There is No Such Thing as White Discrimination

It’s no secret that people of color have the disadvantage when it comes to being accepted into a pristine college. .....

You say this and not only does your post make no attempt to support it, you ignore the many times I have posted evidence that black skin is a huge bonus in ivy league admissions.


You are a liar and a race baiter.

The majority of students in Ivy League schools are white. Secondly that's only 8 colleges. There are over 5,000 collages in this nation. You haven not proven a nationally mandated policy of discrimination against whites.

 

[Correll]

A good question, but not when one is discussing the actions of current white people.

You are constantly speaking as though white people TODAY, are completely hostile to any participation in their events by black people.

That is absurd.

The EEOC investigates Title VII claims among other things. Is 2017 current enough for you? (these are only some of the cases in which they prevailed)

E-RACE AND OTHER EEOC INITIATIVES
Systemic

• In December 2017, Laquila Group Inc., a Brooklyn-based construction company, paid $625,000 into a class settlement fund and took measures to eliminate race bias and retaliation against black construction laborers. In its lawsuit, EEOC alleged that Laquila engaged in systemic discrimination against black employees as a class by subjecting them to racial harassment, including referring to them using the N-word, "gorilla," and similar epithets. The Commission also alleged that the company fired an employee who complained about the harassment. The consent decree also requires Laquila to set up a hotline for employees to report illegal discrimination, provide anti-discrimination training to its managers, adopt revised anti-discrimination policies and employee complaint procedures and report all worker harassment and retaliation complaints to the EEOC for the 42-month duration of the agreement. EEOC v. The Laquila Grp., Inc., No. 1:16-cv-05194 (E.D.N.Y. consent decree approved Dec. 1, 2017).
  
  
• In November 2017, after an extensive five-year, complicated systemic investigation and settlement efforts, the EEOC reached an agreement with Lone Star Community College covering recruitment, hiring and mentoring of African-American and Hispanic applicants and employees. The terms of the agreement were designed to enhance the College's commitment to the recruitment of African-American and Hispanics and to engage in meaningful monitoring of the College's efforts to reach its recruitment and hiring goals. The agreement included some novel relief, such as: implementation of a new applicant tracking system; establishing an advisory committee focused on the recruitment, development and retention of minority groups; hiring of recruitment firms; developing new interview protocol training; establishing a mentoring program for recently hired minority employees; and updating job descriptions for all college manager positions to require as a job component the diversity of its workforce.
  
  
• In August 2017, Ford Motor Company agreed to pay nearly $10.125 million to settle sex and race harassment investigation by the EEOC at two Ford plants in Chicago area. In its investigation, the EEOC found reasonable cause to believe that personnel at two Ford facilities in the Chicago area, the Chicago Assembly Plant and the Chicago Stamping Plant, had subjected female and African-American employees to sexual and racial harassment. The EEOC also found that the company retaliated against employees who complained about the harassment or discrimination. In addition to the monetary relief, the conciliation agreement provides ensures that during the next five years, Ford will conduct regular training at the two Chicago-area facilities; continue to disseminate its anti-harassment and anti-discrimination policies and procedures to employees and new hires; report to EEOC regarding complaints of harassment and/or related discrimination; and monitor its workforce regarding issues of alleged sexual or racial harassment and related discrimination.
  
  
• In July 2017, Bass Pro Outdoor World LLC agreed, without admitting wrongdoing, to pay $10.5 million to a class of African-American and Hispanic workers the EEOC alleged it discriminated against by failing to hire because of their race and/or national origin in violation of Title VII. According to the consent decree, Bass Pro will engage in good faith efforts to increase diversity by reaching out to minority colleges and technical schools, participating in job fairs in communities with large minority populations and post job openings in publications popular among Black and Hispanic communities. Additionally, every six months for the next 42 months, Bass Pro is to report to the EEOC its hiring rates on a store-by-store basis. EEOC v. Bass Pro Outdoor World LLC, Case No. 4:11-cv-03425 (S.D. Tex. consent decree filed July 24, 2017).
  
  
• In June 2017, the EEOC investigated a restaurant operating over 100 facilities in the Eastern U.S. involving issues of hiring discrimination against African Americans. The restaurant agreed to pay $9.6 million to class members as part of a conciliation agreement. Additionally, the restaurant will overhaul its hiring procedures and has agreed to institute practices aimed at meeting hiring targets consistent with the labor market in each of the locations in which it has facilities. The new hiring procedures include implementation of an extensive applicant tracking system that will better enable the EEOC and the company to assess whether the company is meeting the targeted hiring levels. The restaurant will also provide an annual report to EEOC detailing the company's efforts in complying with the agreement and its objectives over the term of the five-year agreement, including detailed hiring assessments for each facility covered by the agreement.
  
  
• In May 2017, Rosebud Restaurants agreed to pay $1.9 million to resolve a race discrimination lawsuit brought by the EEOC against 13 restaurants in the Chicago area. The chain was charged with refusing to hire African-American applicants and having managers who used racial slurs to refer to African-Americans. The monetary award will be paid to African-American applicants who were denied jobs. Pursuant to a consent decree, the chain also agreed to hiring goals with the aim of having 11 percent of its future workforce be African American. Rosebud is also required to recruit African-American applicants as well as train employees and managers about race discrimination. EEOC v. Rosebud Rest., No. 1:13-cv-06656 (N.D. Ill. May 30, 2017).

• In December 2016, Crothall Services Group, Inc., a nationwide provider of janitorial and facilities management services, settled an EEOC lawsuit by adopting significant changes to its record-keeping practices related to the use of criminal background checks. According to the EEOC's complaint, Crothall used criminal background checks to make hiring decisions without making and keeping required records that disclose the impact criminal history assessments have on persons identifiable by race, sex, or ethnic group, a violation of Title VII of the Civil Rights Act of 1965. EEOC v. Crothall Servs. Group, Inc., Civil Action No. 2:15-cv-03812-AB (E.D. Pa. Dec. 16, 2016).
  
  
• In August 2016, a magistrate judge reaffirmed that "African" has long been recognized as an acceptable class entitled to protection under Title VII. The EEOC alleged that the Defendants, a health care management system and nursing home discriminated against African employees, specifically employees from Ethiopia and Sudan, when it terminated four personal care providers all on the same day, allegedly for failing to pass a newly instituted written exam. The EEOC brought disparate impact and treatment claims based on race and national origin, and a retaliation claim for a white supervisor who stood up for the African workers and was fired several months before the test was instituted. Defendants moved for dismissal arguing (1) Africa is not a nation and so cannot serve as the basis of a national origin claim, (2) EEOC failed to allege any shared cultural or linguistic characteristics between the aggrieved individuals so they could not constitute a protected class; and (3) the EEOC's retaliation claim must be dismissed because EEOC failed to allege protected activity or the Defendants had knowledge of the white supervisor's motivations. The Magistrate Judge recommended that the motion be denied in total. EEOC v. Columbine Health Sys. & New Mercer Commons, Civ. Action No. 15-cv-01597-MSK-CBS (D. Colo. Aug. 19, 2016).
  
  
• In June 2016, the EEOC obtained a $350,000 settlement in its race discrimination lawsuit against defendant FAPS, Inc., a company located at Port Newark, N.J., involved in the processing for final sale of shipped automobiles. In this case, the Commission alleged that the company engaged in a pattern-or-practice of race discrimination by relying on word-of-mouth hiring which resulted in a predominantly white workforce despite the substantial African-American available workforce in the Newark area. The agency further alleged that FAPS refused to hire qualified African-American candidates, including by telling them that no positions were available when in fact FAPS was hiring. Finally, the EEOC alleged that FAPS' employment application contained improper pre-employment medical inquiries in violation of the ADA. Besides the monetary compensation, the five year consent decree requires FAPS to meet substantial hiring goals for African-Americans; give hiring priority to rejected class members who are interested in working at the company; use recruiting methods designed to increase the African-American applicant pool; and hire an EEO coordinator to ensure compliance with Title VII. EEOC v. FAPS, Inc., C.A. No. No. 2:10-cv-03095 (D.N.J. June 15, 2016).
  
  
• In April 2015, Local 25 of the Sheet Metal Workers' International Association and its associated apprenticeship school agreed to create a back pay fund for a group of minority sheet metal workers in partial settlement of race discrimination claims against the local union. Pursuant to the settlement, it is estimated that the union will pay approximately $12.7 million over the next five years and provide substantial remedial relief to partially resolve claims made against the union in 1991-2002. The trade union, which is responsible for sheet metal journeypersons in northern New Jersey, allegedly discriminated against black and Hispanic journeypersons over a multi-year period in hiring and job assignments. An analysis of hours and wages showed African-American and Hispanic workers received fewer hours of work than their white co-workers during most of this same timeframe. This particular agreement covers from April 1991 through December 2002. EEOC v. Local 28 of the Sheet Metal Workers' Int'l Ass'n, Case No. 71 Civ. 2887 (LAK) (S.D.N.Y. April 2, 2015).
  
  
• In December 2015, Hillshire Brands (formerly known as Sara Lee Corporation) agreed to pay $4 million to 74 workers at the now-shuttered Paris, Texas, plant, including the dozens of people who sought EEOC charges against Hillshire and other aggrieved workers identified by the EEOC and the plaintiffs. This resolution settles claims that the company subjected a class of Black employees to a hostile work environment that included racist graffiti and comments, that included the N-word and "boy." The company also agreed to implement training at all of its plants in a bid to end consolidated suits from the EEOC and former worker Stanley Beaty. The consent decree also requires Hillshire to implement anti-racism training and create a mechanism for employees at its existing plants to confidentially report instances of harassment, discrimination and retaliation. The settlement also requires Hillshire to designate one employee to serve as a point-of-contact for those who feel they've been treated improperly and to punish workers with suspensions and even termination who are found "by reasonable evidence" to have engaged in racial bias or behavior related to it. EEOC v. Hillshire Brands Co. f/k/a Sara Lee Corp., No. 2:15-cv-01347 (E.D. Tex. consent decree filed 12/18/15) and Beaty et al v. The Hillshire Brands Co. et al., No. 2:14-cv-00058 (E.D. Tex. consent decree filed 12/18/15).
  
  
• In October 2015, a federal judge held that the operators of an Indianapolis Hampton Inn in contempt for failing to comply with five different conditions settling the EEOC's class race discrimination and retaliation lawsuit against the companies. The judge faulted Noble Management LLC and New Indianapolis Hotels for failing to: (1) properly post notices; (2) properly train management employees; (3) keep employment records; (4) institute a new hiring procedure for housekeeping employees; and (5) reinstate three former housekeeping employees. The judge also faulted Noble and New Indianapolis Hotels for comingling of medical records in employee personnel files. As background, the EEOC filed suit against operators New Indianapolis Hotels LLC and Noble Management LLC in September 2010, alleging that their Hampton Inn fired African-American housekeepers because of their race and in retaliation for complaints about race discrimination. The agency also charged that the hotel paid lower wages to Black housekeepers, excluded Black housekeeping applicants on a systemic basis, and failed to maintain records required by law in violation of Title VII. In September 2012, the judge entered a five-year consent decree resolving the EEOC's litigation against the hotel operators. The decree provided $355,000 in monetary relief to approximately 75 African-American former housekeeping employees and applicants and required training, notice posting, reinstatement of three former housekeeping employees, a new hiring procedure for housekeeping employees and ordered that the defendants maintain employment-related records. The court also enjoined the operators from race discrimination and retaliation in the future. In March 2014, following the filing of the EEOC's contempt motion, Judge Lawrence ruled that the defendants violated the terms of the 2012 decree and ordered Defendants to pay more than $50,000 in back wages to the three former housekeepers whose reinstatement was delayed. Defendants were also ordered to: (1) provide monthly reporting to the EEOC on compliance with the new hiring procedure, recordkeeping and posting; (2) pay fines for late reporting; (3) allow random inspections by the EEOC subject to a fine, for failure to grant access; (4) pay fines for failure to post, destroying records or failing to distribute employment applications; (5) provide EEOC with any requested employment records within 15 days of a request; (6) cease comingling medical records; and (7) train management employees. The posting and training provisions of the Decree were also extended by two years. In November 2015, the judge awarded $50,515 in fees and $6,733.76 in costs to the EEOC because the "Defendants willfully violated the explicit terms of the Consent Decree and repeatedly failed to comply with it [.]" EEOC v. New Indianapolis Hotels LLC and Noble Management LLC, C.A. No. 1:10-CV-01234-WTL-DKL (N.D. Ind. Nov. 9, 2015) (fee ruling).
  
  
• In September 2015, BMW Manufacturing Co. settled for $1.6 million and other relief an EEOC lawsuit alleging that the company's criminal background check policy disproportionately affects black logistics workers at a South Carolina plant. Specifically, the EEOC alleged that after learning the results of the criminal background checks around July 2008, BMW denied plant access to 88 logistics employees, resulting in their termination from the previous logistics provider and denial of hire by the new logistics services provider for work at BMW. Of those 88 employees, 70 were Black. Some of the logistics employees had been employed at BMW for several years, working for the various logistics services providers utilized by BMW since the opening of the plant in 1994. Under the terms of a consent decree signed by Judge Henry M. Herlong of the U.S. District Court for the District of South Carolina, the $1.6 million will be shared by 56 known claimants and other black applicants the EEOC said were shut out of BMW's Spartanburg, S.C., plant when the company switched to a new logistics contractor. In addition to the monetary relief, the company will provide each claimant who wishes to return to the facility an opportunity to apply for a logistics position. BMW will also notify other applicants who have previously expressed interest in a logistics position at the facility of their right to apply for work, the decree states. BMW has implemented a new criminal background check policy and will continue to operate under that policy throughout the three-year term of the decree. The company is expressly enjoined from "utilizing the criminal background check guidelines" challenged by the EEOC in its lawsuit, the decree states. The agreement also imposes on BMW notice-posting, training, record-keeping, reporting and other requirements. EEOC v. BMW Mfg. Co., No. 7:13-cv-01583 (D.S.C. consent decree filed Sep. 8, 2015).
  
  
• In August 2015, Target Corp. settled for $2.8 million an EEOC charge that the retailer's former tests for hiring for professional jobs discriminated against applicants based on race, sex and disability. Three assessments used by Target disproportionately screened out female and racial minority applicants, and a separate psychological assessment was a pre-employment medical examination that violated the Americans with Disabilities Act, the EEOC had charged. Target also violated Title VII of the 1964 Civil Rights Act by failing to maintain the records sufficient to gauge the impact of its hiring procedures. Under the three-year conciliation agreement, reached before any lawsuit was filed, Target has discontinued the use of the tests and made changes to its applicant tracking system, the EEOC said. About 4,500 unsuccessful applicants affected by the alleged discriminatory tests now are eligible to file claims for monetary relief.
  
  
• In March 2015, a Texas-based oil and gas drilling company agreed to settle for $12.26 million the EEOC's lawsuit alleging discrimination, harassment and retaliation against racial minorities nationwide. According to a complaint filed by the EEOC the same day as the proposed decree, Patterson-UTI had engaged in patterns or practices of hostile work environment harassment, disparate treatment discrimination and retaliation against Hispanic, Latino, Black, American Indian, Asian, Pacific Islander and other minority workers at its facilities in Colorado and other states. Under the proposed four-year consent decree, the drilling company also will create a new vice president position to be filled by a "qualified EEO professional" who will facilitate, monitor and report on the company's compliance with certain training, management evaluation, minority outreach, and other remedial measures. EEOC v. Patterson-UTI Drilling Co., No. 1:15-cv-00600 (D. Colo. consent decree filed Mar. 24, 2015).
  
  
• In January 2015, Skanska USA Building, Inc., a building contractor headquartered in Parsippany, N.J., paid $95,000 to settle a racial harassment and retaliation lawsuit brought by the EEOC. According to the EEOC's suit, Skanska violated federal law by allowing workers to subject a class of Black employees who were working as buck hoist operators to racial harassment, and by firing them for complaining to Skanska about the misconduct. Skanska served as the general contractor on the Methodist Le Bonheur Children's Hospital in Memphis, where the incidents in this lawsuit took place. The class of Black employees worked for C-1, Inc. Construction Company, a minority-owned subcontractor for Skanska. Skanska awarded a subcontract to C-1 to provide buck hoist operations for the construction site and thereafter supervised all C-1 employees while at the work site. The EEOC charged that Skanska failed to properly investigate complaints from the buck hoist operators that white employees subjected them to racially offensive comments and physical assault. EEOC v. Shanska USA Building, Inc., No. 2:10-cv-02717 (W.D. Tenn. Jan. 29, 2015).
  
  
• In December 2014, two Memphis-based affiliates of Select Staffing, employment companies doing business in Tennessee, agreed to pay $580,000 to settle allegations they engaged in race and national origin discrimination. The EEOC's lawsuit charged that the staffing firms had discriminated against four Black temporary employees and a class of Black and non-Hispanic job applicants by failing to place or refer them for employment. The four temporary employees said while seeking employment through the company's Memphis area facilities, they witnessed Hispanic applicants getting preferential treatment in hiring and placement. EEOC v. New Koosharem Corp., No. 2:13-cv-2761 (W.D. Tenn. consent decree filed Dec. 5, 2014).
  
  
• In December 2014, three related well-servicing companies agreed to pay $1.2 million to settle allegations by the Equal Employment Opportunity Commission of verbal abuse of minority employees. The EEOC complaint alleged that J&R employees regularly used racial slurs to refer to Black, Hispanic and Native American employees. Employees of these racial groups on company rigs regularly heard racist terms and demeaning remarks about green cards and deportation, the EEOC complaint said. Several individuals complained to management, but their complaints were minimized or ignored, the complaint alleged. For example, an area supervisor responded to employee complaints by telling the complainants they could quit or by saying that he was sick of everyone coming to him and that everyone simply needed to do their jobs. In addition, the complaint stated that several men were demoted or fired after taking their complaints of discrimination to the Wyoming Department of Workforce Services' Labor Standards Division. EEOC v. Dart Energy Corp., No. 13-cv-00198 (D. Wyo. consent decree filed Dec. 1, 2014).
  
  
• In November 2014, a Rockville, Md.-based environmental remediation services contractor paid $415,000 and provide various other relief to settle a class lawsuit alleging that the company engaged in a pattern or practice of race and sex discrimination in its recruitment and hiring of field laborers. Under a three-year consent decree signed Nov. 10 by Judge Paul W. Grimm of the U.S. District Court for the District of Maryland, ACM Services Inc. will pay a combined $110,000 to the two Hispanic female workers who first brought the allegations to the EEOC's attention and will establish a class fund of $305,000 for other potential claimants to be identified by the agency. According to the EEOC, the company has relied exclusively on "word-of-mouth recruitment practices" for field laborer positions, with the intent and effect of restricting the recruitment of Black and female applicants. ACM also subjected the two charging parties to harassment based on sex, national origin and race, and it retaliated against them for opposing the mistreatment-and against one of them based on her association with Black people-by firing them, the commission alleged. The agreement applies to all ACM facilities and locations nationwide and has extra-territorial application to the extent permitted by Title VII of the 1964 Civil Rights Act. In addition to the monetary relief, the decree requires the company to set numerical hiring goals for its field laborer positions, recruit Black and female applicants via print and Internet advertisements and report to the EEOC regarding its attainment of the numerical hiring goals and other settlement terms. EEOC v. ACM Servs., Inc., No. 8:14-cv-02997 (D. Md. consent decree filed Nov. 10, 2014).
  
  
• In November 2014, Battaglia Distributing Corporation paid $735,000 to a group of current and former African-American employees. In this case, the EEOC alleged that the Battaglia tolerated an egregious race-based hostile work environment, requiring African-American dock workers to endure harassment that included racial slurs (including the "N" word). Among other relief provided under the decree, Battaglia also will provide its managers with training on Title VII and report regularly to the EEOC on any complaints it has received, as well as provide other data to demonstrate that it has not retaliated against any of the participants in the litigation. EEOC v. Battaglia Distrib. Corp., No. 13-cv-5789 (N.D. Ill. consent decree entered Nov. 10, 2014).

• Significant EEOC Race/Color Cases (rest of cases)

​

That they prevailed does not mean that they were right.

The city government of New Haven was so afraid of a title iv lawsuit, that they discriminated against 17 whites, denying them their rightful promotions,

even though they had done NOTHING wrong.



ALL of the dem appointed justices on the Court, supported the idea that simply having an unequal outcome, regardless of the reason or lack of discrimination causing it,


was a good reason to use force to increase black promotions.

Prove when racism ended ....l.

I've repeatedly proved that today, racism is primarily about government mandated discrimination in favor of blacks against whites./QUOTE]
Boy, a lot of time and words spent discussing something that can’t be proven. In any case Black rage, not racism, is the product of centuries of exploitation and maltreatment of Africans by whites in this country. A justifiable and unconscious human reaction to genocide and oppression. White racism on the other hand is a coldly calculated regimen of violence and dehumanization instituted solely for the purposes of subjugation and dominance to maintain privilege.


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Thanks for completely dismissing the entire history of white support of Civil Rights.

 

[Correll]

Most Americans Oppose White Supremacists, But Many Share Their Views:

A new poll in the wake of the violence in Charlottesville, Virginia, finds that while Americans widely say they oppose racism and white nationalism, many still appear to hold far-right, white supremacist views.

The Ipsos poll, for Thomson Reuters and the University of Virginia Center for Politics, was conducted online from Aug. 21 to Sept. 5 ― in the weeks following the deadly white supremacist rally in Charlottesville. It sampled around 5,360 American adults, asking questions about race that respondents could agree or disagree with to varying degrees.

“While there is relatively little national endorsement of neo-Nazis and white supremacists,” according to the release describing the poll’s findings, “there are troubling levels of support for certain racially-charged ideas and attitudes frequently expressed by extremist groups.”

While the vast majority of Americans polled expressed support for racial equality when asked in so many words ― 70 percent strongly agreed that “all races are equal,” and 89 percent agreed that all races should be treated equally ― people’s responses got murkier when it came to expressing their viewpoints on particular issues related to race and extremism.

For instance, while only 8 percent of respondents said they supported white nationalism as a group or movement, a far larger percentage said they supported viewpoints widely held by white supremacist groups: 31 percent of Americans polled strongly or somewhat agreed that “America must protect and preserve its White European heritage,” and 39 percent agreed that “white people are currently under attack in this country.”

Most Americans Oppose White Supremacists, But Many Share Their Views: Poll | HuffPost

I can keep going.

Wow. Just wow.


IT IS NOT RACIST TO WANT TO PROTECT AND PRESERVE YOUR HERITAGE, YOU MORON.