On December 28, 2011, the Department of Justice issued a press release announcing it reached a settlement agreement with BAE Systems Ship Repair Inc. to resolve allegations that its subsidiary, BAE Systems Southeast Shipyards Alabama LLC, engaged in a pattern or practice of Unfair Documentary Practices on work-authorized non-U.S. citizens. N/A. Jerry Estopy, d/b/a Estopy Farms (Citizenship Status) August 2015. Settlement Press Release Settlement Agreement, Martin Farms (Citizenship Status) March 2011. Randstad North America, Inc. (Unfair Documentary Practices andCitizenship Status) April 2020. The agreement requires Walter J. Willoughby Jr., MD., Ltd to pay $42,500 to the affected worker and a civil penalty to the United States. 1324b(a)(6) and (a)(1). Separately, Ikon will pay the $15,000 to the Charging Party. Under the terms of the settlement agreement, LCC will pay $165,000 in civil penalties to the United States, establish a $50,000 back pay fund, and be subject to monitoring of its hiring practices by the Division for a period of two years. SMSC will also pay the worker whose discrimination complaint prompted the investigation $7,907.81 in back pay. On February 4, the Division signed a settlement agreement with Sunlight Inc. d/b/a Beauty Smart in Raleigh, North Carolina, resolving a charge by a Charging Party of national origin discrimination during the Form I-9 process. UNIVERSAL PROTECTION SERVICE, LP, and DOES 1 through 100, inclusive, Defendants. Under the terms of the settlement agreement, Indrescom agrees to pay $7,000 in back pay to the charging party, train its human resources personnel about employers' responsibilities to avoid discrimination in the employment eligibility verification process, and to be subject to reporting and compliance monitoring requirements for three years. Feltham and her husband, Mathieu A. Leonelli, (collectively, plaintiffs) filed a lawsuit alleging Villegas's employer, Universal Protection Service, LP, erroneously sued as Allied Universal Corporation (Allied), was liable for Villegas's negligence. On October 22, 2015, the Justice Department issued a press release announcing it reached a settlement agreement with Miami-Dade County Public Schools (MDCPS) resolving an independent investigation into whether the company had engaged in unfair documentary practices against non-U.S. citizens during the Form I-9 process. Themesoft, Inc. (Citizenship Status and Unfair Documentary Practices) April 2018. A .gov website belongs to an official government organization in the United States. Although R-Tronics is a federal contractor subject to the International Traffic and Arms Regulations (ITAR), ITAR does not require or permit employers to limit job applicants to U.S. citizens. Florida Power & Light Debt-Collection Emails Class Action Lawsuit Claim Form Deadline: June 20, 2022 Who's Eligible: The settlement benefits Flordians who received debt collection emails from Florida Power & Light Company between 9 p.m. and 8 a.m. EST Oct. 16, 2019, through Oct. 15, 2021. The documentary demand that the Charging Party present a document he could not legally obtain resulted in the end of the Charging Partys employment. IERs investigation concluded that there was reasonable cause to believe that the company discriminated against the charging party, an asylee, by removing him from the hiring process for a job at the hotel because he was not a lawful permanent resident or U.S. citizen. The lawsuit alleges that Facebook routinely refused to recruit, consider, or hire U.S. workers for positions that it reserved for temporary visa holders in connection with the permanent labor certification process (PERM). 1324b(a)(1)(A). Settlement Press Release Settlement Agreement, Spike, Inc. (Citizenship Status) March 2021. On October 10, 2012, the Department of Justice issued a press release announcing a settlement agreement with Tuscany Hotel and Casino resolving a lawsuit alleging the company discriminated against certain non-U.S. citizens during the employment eligibility verification and reverification processes by requesting those individuals to provide more or different documents or information than required under Form I-9 rules based on their citizenship status. MOBILE EMERGENCY HOUSING CORP. and TRACK RAT ENTERPRISES, INC. d/b/a PERFORMANCE AUTOMOTIVE & TIRE CENTER are taking legal action against HP for rendering their HP printers unusable. The settlement agreement requires the company to pay $1,400 to the U.S. Treasury and over $13,000 in back pay to the worker, train relevant employees about the anti-discrimination requirements of 8 U.S.C. The Divisions investigation concluded that that the companies routinely required specific Form I-9 identity and work authorization documents from newly hired lawful permanent resident employees based on their citizenship status but did not impose a similar requirement on U.S. citizens. Under the terms of the settlement agreement, Hilton will pay $550 in civil penalties to the United States, pay the Charging Party $12,600 in back pay, amend its policies to prohibit discriminatory practices, undergo OSC training, and be subject to OSC monitoring. Under the settlement agreement, Macys agreed to conform its employment eligibility verification policies and practices to the requirements of 8 U.S.C. On May 22, 2012, the Department of Justice issued a press release announcing that it filed a complaint against Whiz International LLC, an information technology staffing company, alleging that it discriminated against one of its employees when it terminated her in retaliation for expressing opposition to its alleged preference for foreign nationals with temporary work visas. It is only available to drivers who are not bound by Uber's arbitration clause. On May 19, 2010, the Division signed a settlement agreement with the John Jay College of Criminal Justice in New York, New York resolving a charge by a Charging Party of discrimination during the Form I-9 process. Among the terms of the agreement, SKP will pay the charging party over $68,000 in front pay and back pay, receive IER training, and modify its policies as necessary. Houston Community College (Unfair Documentary Practices) January 2013. Under the terms of the settlement agreement, IG Services will pay $53,880 in civil penalties, create a $35,000 back pay fund for victims who lost work due to IG's practices, receive training on the anti-discrimination provision of the INA, and be subjected to two years of monitoring. The Complaint alleges that a related entity, Gulf Coast Workforce, LLC, is also responsible for these practices. On October 20, 2015, the Justice Department issued a press release announcing it reached a settlement agreement with Nevada Yellow Cab Corporation, Nevada Checker Cab Corporation, and Nevada Star Cab Corporation three Las Vegas, Nevada, taxicab companies that collectively operate under the umbrella company Yellow Checker Star Transportation Company (YCS). The Divisions underlying investigation revealed that Respondents had engaged in a pattern or practice of unfair documentary practices in violation of 8 U.S.C. On May 17, 2021, the Division signed a settlement agreement with Aerojet Rocketdyne, Inc. (Aerojet), a to resolve a charge-based investigation into whether the company engaged in citizenship or immigration status discrimination in violation of 8 U.S.C. In addition, the City of Eugene's Human Resources Department utilized an online electronic application process for police officer positions that required applicants to be a U.S. citizen by the projected date of hire. Under the settlement, Accountemps will continue to refer the charging party for positions for which she is qualified, pay a $2,500 civil penalty, train its staff on the anti-discrimination provision of the INA, and be subject to a one-year monitoring period. Under the settlement agreement, MCPS will pay $4,450 in back pay to each of the two charging parties and be subject to a monitoring period of one year. 1324b. Under the agreement, the company will, among other things, pay $195,000 in civil penalties, train its staff, and modify its EEV policies and practices. The settlement agreement requires NetJets to pay $41,480 in civil penalties, train its human resources staff on the anti-discrimination provision of the INA, and be subject to monitoring by the Division for a period of two years. Security Management of South Carolina, LLC (Citizenship Status) October 2020. On May 13, 2016, the Division issued a press release announcing it reached a settlement agreement with NetJets Services, Inc. ( NetJets), resolving claims that it treated non-U.S. citizens differently than U.S. citizens in violation the anti-discrimination provision of the Immigration and Nationality Act (INA) by: (1) requiring newly hired non-U.S. citizens to present specific documents to prove their employment eligibility; (2) subjecting employees who were Legal Permanent Residents to unnecessary post-employment reverification of their work authority through the production of specific documents; and (3) requiring employees who had become naturalized U.S. citizens after they were hired to produce their certificate of naturalization to establish the change in their citizenship status. On November 14, 2016, the Division filed a complaint against Washington Potato Company and Pasco Processing with the Office of the Chief Administrative Hearing Officer (OCAHO) alleging that Pasco Processing, while under the direction and control of one of its parent companies, Washington Potato, engaged in a pattern or practice of discriminatory documentary practices in violation of 8 U.S.C. On February 2, 2017, the Division signed a settlement agreement, previously signed by Levy, requiring Levy to pay $2,500 in civil penalties to the United States, train its relevant human resources officials on avoiding discrimination in the employment eligibility verification process, and be subject to Division monitoring and reporting requirements for two years. Pursuant to the settlement agreement, the employer will pay $700 in back pay to the charging party, pay $485 in civil penalties to the U.S., and receive training on the anti-discrimination provision. IERs investigation revealed that West Liberty Foods had engaged in a pattern or practice of unfair documentary practices in violation of 8 U.S.C. OSC found that the companys request for the Green Card and suspension of the Charging Party constituted unlawful Unfair Documentary Practices in violation of 8 U.S.C. On August 15, 2014, the Justice Department issued a press release announcing it reached a settlement agreement with Real Time Staffing Services, LLC, doing business as Select Staffing, a company based in Santa Barbara, California. Case No. The investigation also determined that the company incorrectly believed that it could only hire U.S. citizens to fill 12 mechanic positions, so it did not let the Charging Party and other non-U.S. citizens apply for jobs in its Jupiter, Florida location. Gala Construction, Inc. (Unfair Documentary Practices) April 2006. IERs investigation found reasonable cause to believe that a component of the school unnecessarily beenrequiring certain workers to re-establish their work authorization based on the citizenship status of those individuals at initial hire. Levy Restaurants (Unfair Documentary Practices) February 2017. The Charging Party has full-time employment and did not seek reinstatement. On March 13, 2017, the Division signed a settlement agreement with the Respondents resolving an investigation into the companies employment eligibility verification practices. The Office of Special Counsel for Immigration-Related Unfair Employment Practices (OSC) investigation found that from June 20, 2014, until at least December 15, 2015, Powerstaffing had a pattern or practice of requesting specific immigration documents from non-U.S. citizens for the Form I-9 and E-Verify processes. The Departments independent investigation determined that between August 2015 and December 2016, Honda Aircraft published at least 25 job postings that unlawfully required applicants to have a specific citizenship status to be considered for vacancies. IER also determined that the Housing Authority terminated the Injured Party when he could not comply with the discriminatory request. 1324b(a)(6). Tuscany Hotel and Casino, LLC (Unfair Documentary Practices) October 2012. The individual, who was employment-authorized as an applicant for permanent residence, was unable to work following the rejection of her EAD. Settlement Press Release Settlement Agreement Complaint Press Release Complaint, Restwend, LLC (Citizenship Status) April 2011. Under the settlement agreement, Randstad will pay a civil penalty of $135,000 to the United States, and provide $909 in back pay to the affected worker. Chancery Staffing is the successor to TransPerfect Staffing Solutions LLC and continues to do business as both TransPerfect Staffing Solutions and TransPerfect Legal Solutions. Additionally, the settlement also requires Around the Clock to train employees on the requirements of the INAs anti-discrimination provision and be subject to departmental monitoring and reporting requirements. Advantage Home Care (Unfair Documentary Practices) October 2012. The agreement resolves an allegation that the company retaliated against a work-authorized individual after he asserted his rights and privileges under 8 U.S.C. On April 9, 2013, the Department of Justice issued a press release announcing it reached a settlement agreement with Milestone Management, LLC, to resolve allegations that the company improperly required lawful permanent residents to produce unexpired resident alien cards when their documents expired, despite their presentation of proper documentation upon their hiring, but did not require U.S. citizens to present unexpired documents. The company paid a $500 civil penalty and will be subject to monitoring by the Office of Special Counsel for one year. On February 20, 2018, the Division signed a settlement agreement with Food Love 125, d/b/a/ Ichiba Ramen (Ichiba), resolving a charge-based investigation. Under the settlement agreement, Buddys Kitchen agreed to pay $40,000 in civil penalties, change their employment policies to comply with the anti-discrimination provision of the INA, and train its employees who are responsible for verifying workers permission to work in the United States. In addition, Facebook will be required to conduct more expansive advertising and recruitment for its job opportunities for all PERM positions, accept electronic resumes or applications from all applicants, and take other steps to ensure that its recruitment practices for PERM positions closely resemble its standard recruitment practices. An official website of the United States government. 1324b(a)(1)(B). The Divisions investigation concluded that that CitiStaff routinely requested that non-U.S. citizens present specific documents to prove their work authorization, such as Permanent Resident Cards or Employment Authorization Documents, but did not make similar requests for specific documents to U.S. citizens. The Office of Special Counsel for Immigration-Related Unfair Employment Practices (OSC) initiated its investigation based on a charge that a charging party lawful submitted after her hiring was delayed at a store in Glendale, California. On September 7, 2016, the Division issued a press release announcing it reached a settlement agreement with Cumberland Staffing Inc. d/b/a Atwork Cumberland Staffing (ACS), resolving claims that it discriminated against work-authorized immigrants and naturalized U.S. citizens in violation of the anti-discrimination provision of the Immigration and National Act. 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