Without proof of purchase $9.75 per household. N/A. R-Tronics restricted employment to U.S. citizens, despite the fact that no law, regulation, executive order, or government contract required the limitation. The company then employed only H-2A workers to do the higher-paying harvesting jobs. Case No. 1324b, and to ensure that relevant human resources officials participated in specialized OSC-approved or provided training on the anti-discrimination provision of the INA. Under the terms of the settlement, Respondent will pay $16,290 in civil penalties to the United States, train relevant human resources officials on avoiding discrimination in the employment eligibility verification process, and be subject to Division monitoring and reporting. The agreement requires CitiStaff to pay a civil penalty of $200,000 to the United States, train relevant recruiting staff on avoiding discrimination in the employment eligibility verification process, make needed policy changes, and be subject to Division monitoring and reporting. IER concluded that these advertisements constituted a pattern or practice of discrimination by routinely excluding work-authorized non-U.S. citizens and resulted in an initial failure to refer an asylee for employment because of his status as an asylee. Under the terms of the settlement agreement, YCS will pay a $445,000 civil penalty to the United States, train employees on the anti-discrimination provision of the INA, revise company policies to avoid discrimination in the employment eligibility verification process, place six full page advertisements in an industry publication over the course of twelve months advising readers of their rights under 8 U.S.C. The Charging Party was in fact a U.S. citizen and Permanent Resident cards are not issued to U.S. citizens. Pursuant to the settlement agreement, Forever 21 will pay $1,705.50 in back pay to the charging party, pay $280 in civil penalties to the U.S., and receive training on the anti-discrimination provision. In a related bilateral agreement between the company and the Charging Party, Giant agreed to pay the Charging Party $18,000 in back pay. Forever 21 (Unfair Documentary Practices) August 2013. Powerstaffing, Inc. (Unfair Documentary Practices) June 2016. The charge alleged that the company, prior to hire, rejected documents establishing the Charging Partys employment eligibility that it routinely accepted from U.S. citizens. In addition, the agreement requires the company to train its employees on the INAs anti-discrimination requirements, revise its employment policies, and be subject to departmental monitoring and reporting requirements. 1324b when verifying the workers work authorization. Settlement Press Release PFSWeb Settlement Agreement Prestigious Placement Settlement Agreement, Accountemps (Citizenship Status) June 2015. Additionally, the Divisions investigation concluded that the company had a pattern or practice of requiring more or additional documents than are legally required to establish work eligibility from work-authorized non-citizens. 1st Class Staffing, LLC (Unfair Documentary Practices) December 2016. 1324b(a)(6). On August 5, 2013, the Department of Justice issued a press release announcing that it filed a complaint with the Executive Office of Immigration Review's Office of the Chief Administrative Hearing Officer against Autobuses Ejecutivos LLC d/b/a Omnibus Express, alleging that it engaged in employment discrimination in the hiring process based on citizenship status. The settlement agreement requires that MJFT pay a civil penalty, train relevant employees about the requirements of 8 U.S.C. The investigation revealed evidence that the company failed to consider qualified U.S. citizen applicants, and other protected individuals, for several dishwasher positions at a restaurant and bowling center, based on its preference for hiring workers through the CW-1 visa program available only in Commonwealth of Northern Mariana Island. The Data Entry Company (Citizenship Status) May 2015. The investigation also revealed that the Glendale store had subjected four other non-citizens to improper requests for specific documents. The settlement agreement requires that Mrs. Fields pay a civil penalty of $26,400, train relevant employees about the requirements of 8 U.S.C. . 1324b, and comply with departmental monitoring requirements for two years. University of California San Diego Medical Center (Unfair Documentary Practices) January 2012. Several companies agreed to settle allegations of Telephone Consumer Protection Act violations, and one of those could amount to $100 per text. On June 21, 2010, the Division signed an agreement with Mortons Restaurant and the Charging Party resolving claims of citizenship status discrimination in the employment eligibility verification process based on an alleged pattern or practice of requesting specific documents from non-U.S. citizens, but not U.S. citizens, to complete the Form I-9. SAN DIEGO - Universal Protection Services, LP, dba Allied Universal Security Services, a nationwide private security services company, will pay $90,000 and furnish other relief to settle a religious discrimination lawsuit filed by the U.S. On December 12, 2022, IER signed a settlement agreement with Navajo Express (Navajo) to resolve IERs reasonable cause finding that Navajo discriminated against the Charging Party, a lawful permanent resident, as part of its pattern or practice of requiring lawful permanent residents to show certain documents at initial hire because of their citizenship status in violation of 8 U.S.C. Four of these advertisements sought only U.S. citizens and lawful permanent residents, thereby deterring others with permission to work in the U.S. without sponsorship, including asylees and refugees, from applying and receiving fair consideration for the employment opportunities. IERs investigation concluded that the company unnecessarily required non-U.S. citizens, but not similarly situated U.S. citizens, to present DHS-issued immigration documents based on their citizenship status. On November 12, 2019, IER entered into a settlement with Perspective Talent LLC to resolve investigations into whether the company refused to refer workers for employment based on their citizenship or immigration status. Under the settlement agreements, the residency programs and AACPM are required to comply with several injunctive terms to prevent future discrimination, such as training and ensuring future job postings do not contain discriminatory language. In addition to paying a civil penalty in the amount of $110.00, back pay to the Charging Party in the amount of $5,053.03, and front pay to the Charging Party in the amount of $6,600.00, Gala Construction has agreed to train all human resources personnel on their responsibilities under the anti-discrimination provision of the INA and implement a policy prohibiting discrimination on the basis of citizenship status and national origin. Randstad requested specific and unnecessary documents from lawful permanent residents to prove their work authorization, and failed to hire the charging party after rejecting her sufficient documentation. Under the settlement agreement, the company will pay the maximum civil penalty for an instance of retaliation, post notices informing workers about their rights under the INAs anti-discrimination provision, train its staff, and be subject to departmental monitoring and reporting requirements for one year. Under the agreement, Pinnacle Logistics agreed to pay a civil penalty to the United States and $7,641 in back pay to the asylee, train its employees on the requirements of the INAs anti-discrimination provision, and be subject to departmental reporting requirements during the agreements two-year term. Collabera, Inc. (Citizenship Status and Unfair Documentary Practices) January 2021. Settlement Press Release Settlement Agreement, Garland Sales, Inc. (Retaliation, Unfair Documentary Practices) December 2011. : 34-2019-0027090 Please note that this matter is currently on appeal to the Third District Court of Appeal. The agreement requires Themesoft, Inc. to pay a civil penalty of $4,543.25 to the United States, abide by its agreement to pay the asylee $12,000 in back pay, train relevant human resources personnel on avoiding discrimination in the employment eligibility verification process, make needed policy changes, and be subject to Division monitoring and reporting. Specifically, IERs investigation found that the company requested non-U.S. citizens (primarily lawful permanent residents), but not U.S. citizens, to produce specific documents to establish their permission to work during the employment eligibility verification process. On March 9, 2015, the Justice Department issued a press release announcing it reached a settlement agreement with Hilton Worldwide, Inc. (Hilton), resolving allegations that Hilton discriminated against an asylee by rejecting his valid work authorization documentation and requiring him to provide a DHS-issued document to prove he was work-authorized. After investigating complaints filed on behalf of two qualified U.S. citizens, IER determined that Carrillo Farm denied U.S. citizens employment in the summer of 2016 because it wanted to hire temporary foreign workers under the H-2A visa program. The Housing Authority also agreed to training and monitoring requirements for two years. On October 17, 2016, the Division signed a settlement agreement resolving its investigation of American Cleaning Company (ACC). Aquatico Pool Management (Citizenship Status, Unfair Documentary Practices) June 2010. As part of the settlement agreement, the district will pay $22,123 in back pay to two identified victims and $45,760 in civil penalties. On November 15, 2013, the Justice Department issued a press release announcing it reached a settlement agreement with Kim Hoang Coffee and Fast Food Restaurant, to resolve allegations that the employer refused to accept new work authorization documents to re-verify an employee's employment eligibility. Settlement Press Release Settlement Agreement, Barrios Street Realty LLC (Citizenship Status) March 2016. On August 28, 2018, IER reached a settlement agreement with Clifford Chance US LLP (Clifford Chance). On January 4, 2012, the Department of Justice issued a press release announcing it reached settlement agreement with the University of California San Diego Medical Center, resolving a complaint filed on December 6, 2011, alleging that the medical center failed to comply with proper employment eligibility verification processes for non-citizens who are authorized to work in the United States. Citizenship and Immigration Services (USCIS), found that El Rancho required lawful permanent residents to present a new employment eligibility document after being hired when their Permanent Resident cards expired, even though the Form I-9 and E-Verify rules prohibit this practice because lawful permanent residents have permanent work authorization in the United States, even after their Permanent Resident cards expire. November 3, 2020. UNIVERSAL PROTECTION SERVICE, LP, and DOES 1 through 100, inclusive, Defendants. On May 29, 2019, IER signed a settlement agreement with El Expreso Bus Company (El Expreso), resolving IERs reasonable cause conclusion that the company failed to consider U.S. workers for its temporary bus driving position in 2016 because it preferred to hire temporary H-2B visa workers for those positions, in violation of 8 USC 1324b(a)(1). Under the terms of the settlement agreement, 1st Class Staffing is required to pay the charging party back pay in the amount of $720, pay the United States civil penalties in the amount of $17,600, review and revise its employment eligibility verification policies and practices, ensure that all its staff participate in Division-sponsored internet-based training, and be subject to monitoring for one year. On October 31, 2022, IER signed a settlement agreement with the Giant Company LLC d/b/a Giant Food (Giant) to resolve IERs reasonable cause finding that Giant discriminated against the Charging Party, a lawful permanent resident, as part of its pattern or practice of requiring lawful permanent residents at its Royersford, Pennsylvania store to show certain documents at initial hire because of their citizenship status in violation of 8 U.S.C. The court also found that, in some cases, foreign-born individuals were prevented from working for the company even though they had sufficient proof of their work authorization. Hines Nurseries (Citizenship Status, National Origin) July 2009. IERs investigation concluded that Technology Hub excluded asylees, refugees and U.S. nationals when advertising certain vacancies for only U.S. citizens and lawful permanent residents. In contrast, Ascension did not program the software to send e-mails to U.S. citizens and therefore did not notify U.S. citizens near the expiration of their documents. Under the settlement agreement, Macys agreed to conform its employment eligibility verification policies and practices to the requirements of 8 U.S.C. Many of the employers also posted unlawful and discriminatory advertisements on other college job recruitment platforms. Many of the employers also posted unlawful and discriminatory advertisements on other college job recruitment platforms. These non-U.S. citizen employees often presented documents that did not require reverification of employment eligibility. Eastridge Workforce Solutions (Unfair Documentary Practices) August 2016. On November 29, 2021, IER signed a settlement agreement with Gap, Inc. (Gap), resolving claims that the company discriminated against certain non-U.S. citizens (including lawful permanent residents, refugees and asylees) and naturalized U.S. citizens because of their current or prior immigration status, in violation of 8 U.S.C. IER concluded that SpringShine placed an advertisement which by its plain language was directed only to workers seeking H-1B visa sponsorship, which unlawfully deterred U.S. citizens, lawful permanent residents, refugees, and asylees from applying for the employment opportunities. Pyramid Consulting, Inc. (Citizenship Status and Unfair Documentary Practices) May 2021. IERs investigation concluded that there was reasonable cause to believe Mr. Ks discriminated against the charging party, a lawful permanent resident, by rejecting her valid documentation establishing her work authorization and requesting more or different documents than necessary based on the workers citizenship status and/or national origin. Professional Maintenance Management (Unfair Documentary Practices) October 2022. The Divisions investigation, based on a charge filed by a lawful permanent resident, established that Levys Barclay Arena restaurant improperly reverified the continued work authority of two permanent residents, required those work-authorized non-citizens to present specific types of documents to confirm their continued work authority, and suspended one of those non-citizens (the Charging Party) when he was unable to present the required specific document. The subsequent investigation revealed that Holliswood imposed greater requirements to verify employment eligibility for lawful permanent residents as compared to U.S. citizen employees. On September 18, 2018, IER signed a settlement agreement with Palmetto Beach Hospitality, LLC (Palmetto) resolving IERs finding that there was reasonable cause to believe the company had denied U.S. citizens employment in 2017 because it preferred to hire temporary foreign H-2B visa workers. Temple Beth El (Unfair Documentary Practices) June 2022. On June 15, 2021, IER signed a settlement with Tecon Services, Inc. resolving a reasonable cause finding that the company engaged in an unfair documentary practice based on national origin, in violation of 8 U.S.C. Levy Restaurants (Unfair Documentary Practices) February 2017. Most of the advertisements restricted job opportunities to U.S. citizens, or U.S. citizens and lawful permanent residents. Under the terms of the settlement, Respondent will pay $120,000 in civil penalties to the United States, train relevant recruiting staff on avoiding discrimination in the employment eligibility verification process, make needed policy changes, and be subject to Division monitoring and reporting. Additionally, the Department will train relevant Onward Healthcare employees on the anti-discrimination provision of the Immigration and Nationality Act, and will monitor the company for three years. On December 16, 2011, the Department of Justice issued a press release announcing that it filed a complaint against Home Care Giver Services, Inc., a provider of home services in southern Florida, alleging that it discriminated against one of its employees when it terminated her based on her national origin. The Divisions investigation concluded that that the company routinely required specific Form I-9 documents from non-U.S. citizens employees, based on their citizenship status. Huber Nurseries (Citizenship Status) September 2013. The department's investigation, which was initiated based on a referral from the U.S. 1324b(a)(6). 1324b(a)(1)(B) and (a)(6). IERs investigation revealed that the Company incorrectly terminated the charging party after rejecting her unexpired Permanent Resident Card for reverification purposes. Holliswood will also train its human resources staff about employers' responsibilities to avoid discrimination in the employment eligibility verification process and be subject to reporting and compliance monitoring by the Department for18 months. The settlement also resolves claims that the company routinely discriminated against lawful permanent residents by asking them for more or different documents than legally required to demonstrate their continuing permission to work, although they had already provided documents showing permanent work authorization. In some, cases you must complete a claims form. On May 7, 2020, the Division signed a settlement agreement with Randstad North America, Inc., to resolve claims arising from a charge-based investigation into the companys Form I-9 and E-Verify practices at its South Plainfield, New Jersey, location. Under the terms of the settlement agreement, Postal Express will pay a $1,000 civil penalty to the United States, train employees on the anti-discrimination provision of the INA, and revise company policies to avoid discrimination in the employment eligibility verification process. The lead plaintiff alleged that he had overpaid by $3,000 for his $100,000 life insurance policy. The department's investigation revealed that the company requested lawful permanent resident employees, but not U.S. citizen employees, to complete additional Forms I-9 and provide additional proof of employment eligibility after hire even though the INA prohibits this. Rose Acre Farms, Inc. (Unfair Documentary Practices) June 2012. 1324b(a)(1)(B). City of Waterloo, IA (Citizenship Status) January 2014. The company further agreed to revise its hiring and recruiting procedures, train its human resources personnel to ensure compliance with the INA, and be subject to reporting requirements for a period of two years. IERs investigation found that Scott Insurance engaged in a pattern or practice of citizenship status discrimination by failing to consider and hire non-U.S. citizens for positions, in violation of 8 U.S.C. Easterseals-Goodwill Northern Rocky Mountain, Inc. (Unfair Documentary Practices) June 2021. Akeya Griffith, Shirley George, DMarco Anderson, and Gina Eggleston accepted the security services giants offers of judgment in the case, according to a notice filed in the U.S. District Court for the Southern District of New York Wednesday. Settlement Press ReleaseSettlement Agreement, Nebraska Beef, Ltd (Unfair Documentary Practices) August 2015. 1324b, and undergo departmental monitoring for 3 years. Amtex Systems, Inc (Citizenship Status) May 2022. The investigations also revealed that in 2017, a Walmart HR employee had a practice of requesting specific List A documents from certain non-U.S. citizen employees. Huber has agreed to pay $2,250 in civil penalties to the United States and $59,617 in back pay to the six lawful permanent residents. 1324b, and be subject to departmental monitoring and reporting requirements. The investigation also uncovered evidence that El Rancho routinely requested a specific work authority document from lawful permanent residents during the initial employment eligibility verification process even though under the law employees are allowed to choose what documents to present. Aldine Independent School District (Citizenship Status) November 2016. On March 31, 2021, the Division signed a settlement agreement with Spike Inc., a construction company headquartered in Sparks, MD. The settlement agreements provided for various remedies, including back pay, training, monitoring, and civil penalties - including the highest civil penalty to date of $290,400. The department's investigation confirmed that SD Staffing requested unnecessary documents to work-authorized non-U.S. citizens, but not to similarly-situated U.S. citizens. The Department also concluded that the Woodburn School District pre-screened the applicant when it asked for specific documentation to verify the applicants citizenship status and work authorization, but did not make similar requests of U.S. citizens, in violation of 1324b(a)(6). The company also agreed to train relevant employees about the anti-discrimination requirements of 8 U.S.C. On February 8, 2013, the Department of Justice issued a press release announcing that it reached a settlement agreement with Avant Healthcare Professionals to resolve allegations that the company engaged in a pattern or practice of citizenship status discrimination by posting job advertisements impermissibly preferring foreign-trained individuals seeking permanent residence or H-1B visa sponsorship over U.S. workers. The District serves suburban and rural communities in Marion County, Oregon. The charge, investigated by OSC, alleged that Catholic Healthcare West engaged in a pattern or practice of Unfair Documentary Practices by requesting additional documentation from non-U.S. citizens and naturalized U.S. citizens, but not native-born U.S. citizens, at the initial employment eligibility verification stage. On September 11, 2012, OSC filed a complaint asserting that Estopy Farms, a Texas cotton farm, committed citizenship status discrimination when it preferred a visaholder over a U.S. citizen. On May 28, 2019, IER reached a settlement agreement with WesPak Inc. to resolve IERs reasonable cause determination that the agricultural company unnecessarily required lawful permanent residents to re-prove their work authorization when their original documents expired, even though their original documents such as Permanent Resident Cards -- demonstrated the workers permanent authorization to work in the United States. Collins Management Corporation (Citizenship Status, Unfair Documentary Practices) December 2010. Employment and Industrial Relations. On October 14, 2015, the Justice Department issued a press release announcing it reached a settlement agreement with Postal Express, resolving an investigation into whether the company improperly sought to reverify the employment eligibility of an LPR and suspended him when he failed to provide a requested document, an unexpired Green Card. The complaint alleges that beginning no later than January 1, 2018 and lasting until at least September 18, 2019, Facebook used recruiting methods designed to deter U.S. workers from applying to positions reserved for temporary visa holders, refused to consider U.S. workers who applied to the positions, and hired only temporary visa holders for the positions. The agreement resolves an allegation that the company applied enhanced employment eligibility procedures to work-authorized non-U.S. citizens that were run through E-Verify. On November 23, 2015, the Justice Department issued a press release announcing it reached a settlement agreement with Sunny Grove Landscaping & Nursery, Inc. (Sunny Grove) resolving allegations that the Florida-based company violated the anti-discrimination provision of the Immigration and Nationality Act (INA) by routinely requesting specific DHS-issued documentation from work-authorized non-U.S. citizens during the employment eligibility verification processes while not making similar demands of U.S. citizens. Under the settlement agreement, Crop Production Services paid a civil penalty of $10,500, agreed that staff involved in the hiring process for the El Campo location would participate in Division-provided training on the antidiscrimination provision of the Immigration and Naturalization Act (INA), committed to review and revise its hiring policies, and acknowledged that it would be subject to Division monitoring and reporting requirements for up to two years. As part of the settlement, Aquatico agreed to pay $1,599.20 in civil penalties and back pay. 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. 1324b(a)(6). As part of the settlement, SV Donuts is required to take certain corrective actions, including training managers responsible for employment eligibility verification functions, to pay a civil penalty of $3,100, and to pay the charging party the $975 in back pay he is owed. On December 20, 2019, the Division signed a settlement agreement with Adecco USA Inc. (Adecco), resolving investigations into the companys employment eligibility verification policies and practices. The Divisions investigation determined that Ichiba, a ramen restaurant in New York City, denied a qualified applicant employment in the summer of 2017 because it preferred to hire wait staff of Japanese or Korean national origin. On October 25, 2012, the Department of Justice issued a press release announcing a settlement agreement with Advantage Home Care, LLC, formerly known as Executive Care, LLC, based in Hackensack, NJ, resolving claims that the company violated the anti-discrimination provision of the Immigration and Nationality Act (INA), when it required newly hired lawful permanent residents to provide more or different documents than U.S. citizens during the Form I-9 employment eligibility verification process. Transamerica Lawsuit Background. On August 14 2012, the Department of Justice issued a press release announcing that it reached a settlement agreement with Best Packing Services Employment Agency Inc. ("Best Packing"), resolving an allegation that the company committed discrimination when it delayed the start date of two refugees after impermissibly demanding that they provide specific Form I-9 documentation. 1256), OCAHO granted OSC essentially all the monetary and injunctive relief it had requested in its July 10, 2015, Request for Remedies. Poulan Pecan (Unfair Documentary Practices) March 2013. On January 26, 2021, the Division signed a settlement agreement with Quantum Integrators Group to resolve a charge of discrimination in referral for a fee and unfair documentary practices based on citizenship status. Sernak Farms (Citizenship Status) December 2011. On March 31, 2021, the Division signed a settlement agreement with Adaequare Inc. (Adaequare) to resolve an independent investigation into whether the company engaged in citizenship or immigration status discrimination in violation of 8 U.S.C. 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