Employment News & Info

With more than 14,000 employees spread throughout eight facilities, Baptist Health South Florida, Inc., is well known as being one of the largest health care organizations in the southern part of the Sunshine State.

According to the U.S. Equal Employment Opportunity Commission (EEOC), the company is set to pay $215,000 to settle a disability discrimination lawsuit.

In the lawsuit brought forward by the EEOC, it is alleged that Baptist Health South Florida and Doctor’s Hospital discriminated against a doctor when they went back on their decision to accommodate her epilepsy by permitting her to work no more than eight hours per working day. The EEOC also believes she was eventually fired because of her health condition.

Along with the financial settlement, the lawsuit requires that human resources personnel, recruiting personnel, and management officials go through annual live training with an emphasis on disability discrimination. The Baptist Health South Florida, Inc. must also post a notice explaining the finer details of the lawsuit.

Nobody likes to hear about this type of discrimination, however, it remains a problem throughout the United States. Baptist Health South Florida, Inc. is one of the largest employers in the state, but still made a mistake when it came to dealing with one of its employees.

Have you been discriminated against at work because of a disability?  Contact our Virginia Employment Lawyers to discuss your legal rights. Toll free: 877-544-5323 or Click Here to Email Us.

Virginia Equal Compensation LawyerYear in and year out, Extended Stay Hotels welcomes thousands upon thousands of people into its hotels. However, the chain has recently found itself in hot water. According to the U.S. Equal Employment Opportunity Commission (EEOC), Extended Stay will pay $75,800 to settle a pay discrimination lawsuit.

According to the lawsuit, the hotel paid a woman guest services representative less than her male counterparts at a location in Lexington Park, Maryland. Furthermore, the agency charged that the chain unlawfully paid other female workers lower wages than male workers for the same job responsibilities.

To go along with the $75,800 in compensation to the woman and three other workers, the lawsuit requires the hotel chain to provide annual training on anti-discrimination laws while also posting a notice of the settlement.

Extended Stay Hotels owns approximately 700 units throughout the United States and Canada. Hopefully this is the last time any worker has to deal with discrimination from this employer.

Equal Compensation Act

The Equal Pay Act (EPA) is in place to ensure that men and women in the same workplace receive equal pay for equal work. The jobs don’t have to be identical, but they do have to be substantially equal in order to make a fair comparison. The responsibilities associated with the job, not the actual title, determines whether two positions are substantially equal.

If you believe that your employer has violated your rights as an employee, you may want to contact an employment lawyer.  For more information on the types of discriminatory practices banned in the US, click here. If you’d like to speak with an attorney right away about your options, call or click here to send us an email.

Jiudicy, Inc. may be one of the largest industrial labor staffing companies in the country, but that doesn’t mean it can break the law. The company is set to pay $150,000 to settle a retaliation lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC).

The lawsuit is the result of the company terminating a female office administrator for reporting sexual harassment. The employee worked at the company’s Cumming, Georgia location, and reported her supervisor for making sexually harassing phone calls to her.

Three days after the company investigated the complaint the woman was fired. In addition to citing six reasons for terminating her employment, she was then escorted from the office under police supervision.

There is no place for such conduct in today’s workplace, as it is a direction violation of Title VII of the Civil Rights Act of 1964.

While the EEOC attempted to reach a pre-litigation settlement, it was unable to do so. For this reason, it took the lawsuit to the U.S. District Court for the Northern District of Georgia.

Virginia Employment Lawyers
Handling Retaliation & Sexual Harassment Lawsuits

Do you believe you were terminated due to an act of retaliation? You have the right to hire an attorney who can look into the finer details of your termination, helping you decide if you are in position to file a retaliation lawsuit.

Don’t hesitate to contact us to discuss your confidential case and determine how to move forward.

Sexual harassment at the workplace is a big deal regardless of the industry or size of the company. JPMorgan Chase & Co. is finding this out the hard way, as they prepare to settle a federal sexual harassment lawsuit for approximately $1.5 million. This is the result of a complaint against the company, claiming it created a hostile environment in its Polaris, Ohio offices.

The lawsuit alleges that the company created a “sexist atmosphere” by allowing supervisors to harass female workers without being reprimanded. According to the U.S. Equal Employment Opportunity Commission, any woman who refused to deal with the behavior was denied the chance to move into a more profitable role.

According to sources familiar with the situation, the male workers targeted in the complaint are no longer with the company.

It is believed that the money from the settlement will be divided among 16 women who worked at this location.

Virginia Employment Lawyer

Are you being sexually harassed at work? You don’t have to deal with this type of behavior. It is within your rights to report this to your supervisor and/or HR department. If steps to stop the harassment aren’t being taken, or you have been retaliated against for reporting this behavior, you may want to contact an employment lawyer.

A former Old Bridge, New Jersey police officer has filed a $1 million discrimination  lawsuit against the police department. The woman filed the claim as a result of harassment by a township police department supervisor.

In the lawsuit, she claims the supervisor harassed her in multiple ways, including asking vulgar questions, telling dirty jokes, and commenting on her breast size. Furthermore, she claims that the comments were made as a result of her divorce as well as the fact that she is of Hispanic and African American descent.

After making a formal complaint to Internal Affairs, the woman was suspended without pay and then required to turn her badge in and leave the force.

The police department has yet to make any comment on the lawsuit, despite the fact that the woman claims retaliation, a hostile work environment, and violation of her rights.

The lawsuit, filed in state Superior Court, is sure to bring forth the finer details of the claim as the case moves forward.

Virginia Employment Lawyer

Have you been discriminated against by your employer? Rather than deal with this on your own, once reporting the act to the appropriate party you should contact an experienced employment law attorney. With a legal professional on your side, you know your rights will be protected at all times – and there is nothing more important than that.

From the outside looking in, many people have fallen in love with Wal-Mart due in large part to the company’s great selection and low prices. However, there are people who are not as excited about the way the retail giant does business.

According to a recent press release by the Equal Employment Opportunity Commission, Wal-Mart Associates, Inc. and Wal-Mart Stores East, Inc., L.P. in Albuquerque will pay $87,500 to settle a retaliation lawsuit.

The lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC) claimed that Walmart Store #835 on Eubank in Northeast Albuquerque refused to hire a woman’s son and daughter for entry-level jobs because she previously filed a sex discrimination charge against the store.

The EEOC alleged that the woman was a victim of retaliation because her two children were being denied employment because of her previous complaints of discrimination. Although the lawsuit was filed in March 2007, it was not until this year that a resolution was finally handed down.

To go along with financial compensation, the store will be required to train managerial employees on retaliation and post a notice advising employees of their Title VII rights.

Wal-Mart may be one of the largest retailers in the world, but this doesn’t mean the company is above the law. This retaliation lawsuit goes a long way in showing what can happen if an employer does not obey the law.

Have you been a victim of retaliation? If so, contacting an employment law attorney is the first step in protecting your rights and receiving financial compensation.

Mountaire Farms has been ordered to pay $48,000 to resolve a retaliation lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC).

According to the lawsuit, a man began working for the company as a translator for Haitian workers in December 2010. The complaint alleges that the man repeatedly complained to supervisors and the HR department that supervisors were treating the workers poorly.

The lawsuit went on to add that sometime during September 2011, the man notified managers that a supervisor would not allow one of the workers to take a bathroom break while allowing others to do so. A few days after this incident, the man was fired.

This type of conduct violates Title VII of the Civil Rights Act of 1964, which was put in place to protect employees from retaliation.

To go along with the payment of $48,000, Mountaire Farms is required to modify its anti-discrimination policy to include methods for reporting discrimination.

Lynette A. Barnes, regional attorney for the EEOC’s Charlotte District Office, noted, “The anti-retaliation provisions of Title VII are essential to the attainment of a workplace free of discrimination.”

Southwest Virginia Community Health System will pay $30,000 to settle a sexual harassment lawsuit filed against the company by the U.S. Equal Employment Opportunity Commission (EEOC).

According to the lawsuit, a female receptionist at Southwest Virginia Community Health System was harassed by a male patient during her employment. The complaint notes that the woman complained about the harassment to her supervisor, however, no action was taken to put an end to the abuse.

Many people don’t realize that an employer is liable for the acts of a non-employee if the employer knew about the conduct and did not take corrective action.

Under the terms of the settlement, the Southwest Virginia Community Health System will pay $30,000 in damages to the woman. Along with this, the settlement requires the company to conduct training for all employees on sexual harassment prevention, while also posting a notice about the settlement and providing a copy of its policy to every employee.

Laurinburg KFC Take Home, Inc. and Scottish Food Systems, Inc. will pay $40,000 to settle a religious discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC). The companies, located in Laurinburg, North Carolina, jointly operate numerous Kentucky Fried Chicken restaurants throughout the state.

According to the complaint, a female employee converted to Pentecostalism several years ago. As a member of this church, she believes that women are not allowed to wear pants. For this reason, she had not worn pants since joining the church. Furthermore, the woman had worked for various Kentucky Fried Check locations since 1992. However, when Laurinburg KFC Take Home, Inc. and Scottish Food Systems, Inc. purchased the restaurant at which she worked, trouble ensued.

The EEOC alleged that the companies informed the woman that she was required to wear pants, due to the company’s dress code. Despite the fact that she told her employer she was unable to do so because of her religious beliefs, she was subsequently fired.

After attempting to reach a pre-litigation settlement and having no luck, the EEOC filed a lawsuit on September 19, 2013.

To go along with monetary damages, the companies must implement a religious accommodation policy while also conducting an annual training program regarding religious discrimination.

According to court records, a lawsuit alleging that a former Department of Corrections employee was fired for whistleblowing is heading to trial starting on June 16, 2014.

In March, Rob Killgore was fired from his position as head of Oregon’s prison industries agency. The next month, he filed a lawsuit seeking compensation of $1.5 million, alleging discrimination, wrongful discharge, and retaliation.

A Corrections Director fired him only a few weeks after the Department of Justice completed an investigation into the allegations that he made. While the Corrections Director noted that the two events were not connected in any way, Killgore obviously disagrees.

Killgore was the man in charge of Oregon Corrections Enterprises, a state agency that employs inmates. In his allegations, he claims that officials used his agency as a “slush fund.” Furthermore, he claims that he was directed to make improper expenses in a variety of areas including: supplies, infrastructure and security, personnel costs, and donations.

In particular, the allegations focus specifically on a former Director and Deputy Director.