On March 13, 2017, the Division signed a settlement agreement with the Respondents resolving an investigation into the companies employment eligibility verification practices. Under the terms of the settlement, Washington Potato is required to pay $100,000 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. Marion County School District 103 a/k/a Woodburn School District (Citizenship Status) October 2019. On November 10, 2020, the Division signed a settlement agreement with Fleetlogix, Inc. (Fleetlogix) resolving claims that the company routinely asked the non-U.S. citizens it hired in Phoenix to provide documents issued by the Department of Homeland Security, such as I-94s with refugee/asylee annotations, or Permanent Resident Cards, to prove their employment eligibility. On May 23, 2017, IER reached a settlement agreement with Carrillo Farm Labor, LLC (Carrillo Farm). 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. Settlement Press Release Settlement Agreement, Panda Restaurant Group, Inc. (Unfair Documentary Practices) June 2017. Under the agreement, Culinaire will pay $20,460 in civil penalties to the United States, set aside a fund of $40,000 to compensate work-authorized individuals who suffered economic damages, undergo training, revise its employment eligibility verification policies, and be subject to monitoring of its employment eligibility verification practices for 20 months. IERs investigation concluded that Aero Precision had a policy of unlawfully screening out certain non-U.S. citizen job candidates, including asylees and refugees. 1324b(a)(6). Pursuant to the settlement agreement, the company agreed to undergo training regarding its responsibilities under the anti-discrimination provision of the INA and to take steps to determine whether employees had been negatively affected by the alleged practice. The investigation also determined that ESGW required other non-U.S. citizens to present unnecessary immigration documents to prove their authorization to work in the United States, in violation of the Immigration and Nationality Act (INA)s anti-discrimination provision. On August 22, 2012, the Department of Justice issued a press release announcing that it reached a settlement agreement with MicroLink Devices, resolving allegations that it engaged in discrimination by placing several online job postings containing citizenship status preferences and requirements that were not permitted by statute, regulation, executive order or government contract. Under the settlement agreement, the company will pay a civil penalty of $300,000 to the United States. The Divisions investigation found that MDCPS required non-U.S. citizens to produce more documents than necessary for the purpose of verifying their employment eligibility, but did not make those requests of U.S. citizens. On October 13, 2022, IER signed a settlement agreement with Professional Maintenance Management (PMM), a cleaning and janitorial services company based in Maryland. The company mistakenly believed that the worker had provided an Employment Authorization Document for hire, and when the document expired, the company violated 8 U.S.C. The plaintiffs' allegation is that HP . Case No. Under the settlement agreement, Mar-Jac will pay a civil penalty of $190,000, pay up to $25,000 in back pay to compensate affected employees and applicants, and will have its relevant staff participate in Division-provided training on 8 U.S.C. Forever 21 (Unfair Documentary Practices) August 2013. IERs investigation determined that Masterson Staffing routinely 1) required non-U.S. citizens to provide more, different, or specific Form I-9 documents, because of their citizenship or immigration status, and 2) requested more documents than necessary from certain lawful permanent residents, by unnecessarily reverifying their permission to work. R.E.E., Inc. d/b/a McDonald's (Unfair Documentary Practices and Citizenship Status) August 2019. Under the terms of the agreement, Diversified Maintenance Systems will pay $6,800 in back pay and $2,000 in civil penalties to the United States government. Diversified Maintenance Systems, LLC (Retaliation) September 2012. On May 31, 2012, the Department of Justice issued a press release announcing that it filed a complaint against Tuscany Hotel and Casino, LLC, alleging that it engaged in a pattern or practice of discrimination in the employment eligibility verification and reverification process. On July 20, 2012, the Department of Justice issued a press release announcing that it reached a settlement agreement with United Natural Foods, Inc. (UNFI), an independent national distributor of natural, organic, specialty foods, resolving an allegation that the company committed discrimination when it impermissibly reverified the work authority of lawful permanent residents and required some non-citizen workers to provide specific Form I-9 documentation. On August 13, 2021, the Division signed a settlement agreement with JP Senior Healthcare and JP Senior Management resolving an IER reasonable cause finding that the two related companies improperly rejected a new employees valid California drivers license and unrestricted Social Security card and demanded that the employee instead present a Permanent Resident card, based on the companies belief that the Charging Party who is Latino was not a U.S. citizen. Paragon Building Maintenance, Inc. and Pegasus Building Services Company, Inc. (Unfair Documentary Practices) March 2017. Hoover, Inc. (Citizenship Status, Unfair Documentary Practices) November 2010. Under the settlement agreement, Spike will pay a civil penalty of $ 12,000 to the United States, pay up to $70,000 in back pay to affected U.S. workers, and conduct enhanced U.S. worker recruitment and advertising for future positions. Specifically, IERs investigation found that from at least May 8, 2019, to September 21, 2019, Ikon posted at least eight job advertisements for information technology (IT) positions that solicited applications from non-U.S. citizens with immigration statuses associated with certain employment-based visas and, in so doing, harmed U.S. workers by unlawfully deterring or failing to fairly consider them for hire, including the Charging Party. On April 7, 2020, the Division reached a settlement agreement with Taiyo International Inc. (Taiyo), a Minnesota-based company that develops, produces, and sells various food and pharmaceutical ingredients, resolving an investigation into whether Taiyo retaliated against a work-authorized individual because the worker asserted her rights under 8 U.S.C. Under the agreement, Potter Concrete will pay $115,100 in civil penalties to the United States, revise its employment eligibility verification policies, and be subject to monitoring of its employment eligibility verification practices for one year. The lawsuit alleges that Allied Universal forced Security Agents, Operations Assistants and Supervisors to work "off-the-clock" before their scheduled shifts, during meal breaks, following the completion of their scheduled hours and while traveling between posts on JFK property, among other allegations. The case was litigated heavily before the parties agreed to settle the claims for $37.5 million. 57.082 (2) (a) (1), Fla. Stat. NEW ORLEANS - U.S. Security Associates, Inc., a security company doing business as Conshohocken, Pa.-based Allied Universal, has agreed to pay a uniformed security guard $110,000 to settle a lawsuit brought by the U.S. Among the terms of the settlement agreement, AETS agreed to pay $10,000 in back pay and compensatory damages, and to participate in training on both the anti-discrimination provision and Title VII. Under the settlement agreement, WinCraft is required to pay a civil penalty of $5,400 to the United States, train its employees on the requirements of the INAs anti-discrimination provision, and be subject to departmental reporting requirements over the term of the agreement. On April 20, 2018, the Division signed a settlement agreement with Themesoft, Inc. resolving a charge-based investigation into the companys hiring practices. Travel Management Company (Citizenship Status) August 2014. 1324b(a)(1) and (a)(6). The agreement requires CFAI to pay $321,000 in civil penalties to the United States, train its employees on the requirements of 8 U.S.C. The Divisions investigation revealed that Washington Potato Company had engaged in a pattern or practice of unfair documentary practices in violation of 8 U.S.C. IERs investigation concluded that from at least November 2016 through January 2018, CFAI set aside grading positions for temporary visa holders, and thus failed to consider equally qualified U.S. workers, in violation of 8 U.S.C. Sernak agreed to pay $30,000 in back pay to the eight injured parties, who are U.S. citizens residing in Puerto Rico. A class-action lawsuit filed against General Motors over issues related to the cast alloy wheels on certain C7 Corvette Grand Sport and C7 Corvette Z06 models has been allowed to proceed. IERs investigation determined that from at least mid-January 2019, until mid-March 2019, the company did not fairly consider potentially qualified U.S. workers for laborer positions because it preferred to hire individuals with H-2B visas, in violation of 8 U.S.C. Under the terms of the settlement agreement, IGC will pay $14,500 in civil penalties, establish a back pay fund to compensate potential economic victims, undergo training by OSC, and revise its reverification practices. On September 2, 2014, the Justice Department issued a press release announcing it reached a settlement agreement with Culinaire International, a company based in Dallas, Texas. Settlement Press ReleaseSettlement Agreement, SOS Employment Group (Unfair Documentary Practices) August 2013. BAE Systems Ship Repair, Inc. (Unfair Documentary Practices) December 2011. On March 5, 2018, IER signed a settlement agreement with West Liberty Foods, L.L.C. An official website of the United States government. The department's investigation, which was initiated based on a referral from the U.S. 1324b(a)(5). The agreement requires the companies to pay a civil penalty of $175,000 to the United States, establish a $50,000 back pay fund, train relevant personnel on avoiding discrimination in the employment eligibility verification process, make policy changes, and be subject to Division monitoring and reporting. . On December 7, 2021, the Division signed a settlement with Microsoft Corporation that resolved claims that the company discriminated based on citizenship status against non-U.S. citizens. The agreement recognizes that the County unilaterally reinstated the deputy sheriff with back pay and requires the County to edit job advertisements to comply with 8 U.S.C. On June 30, 2017, the Division signed a settlement agreement with Sellaris Enterprises, Inc.,an Orlando, FL staffing agency, resolving an investigation into the companys Form I-9 employment eligibility verification practices. On May 9, 2022, IER signed a settlement agreement with Cloud Peritus, Inc. to resolve IERs reasonable cause finding that Cloud Peritus discriminated against the Charging Party, a lawful permanent resident, in violation of 8 U.S.C. United Natural Foods, Inc. (Unfair Documentary Practices) July 2012. The settlement agreement requires certain JMJ Talent Solutions to review and revise as necessary its policies and procedures to promote compliance with the law, post notices of workers rights under the law, have certain employees attend an IER training on the law, and pay a civil penalty. It's designed for situations in which several people have suffered similar injuries as a result of a defendant's actions. Up to $21.25 per household with proof of purchase. Allied Universal provides integrated security services that combine security personnel, technology, and a variety of professional services, to give our clients a flexible and scalable approach to securing their businesses. Sernak Farms (Citizenship Status) December 2011. The settlement also requires Microsoft to be subject to departmental monitoring and reporting requirements. Sinai Health System (Unfair Documentary Practices) December 2018. In this lawsuit, filed January 2019 in a Georgia federal . The case settled prior to the Justice Department filing a complaint in this matter. The Charging Party has full-time employment and did not seek reinstatement. On June 6, 2011, the Department of Justice issued a press release announcing a settlement agreement with Canvas Corporation, resolving allegations that it engaged in a pattern or practice of citizenship status discrimination by limiting recruiting and hiring to U.S. citizens. On May 14, 2010, the Division reached a settlement agreement with Valley Crest Landscape Companies and Charging Parties resolving allegations of hiring discrimination based on citizenship/immigration status based due to a claimed preference on the part of Valley Crest to hire non-immigrant foreign workers under the H-2B visa program rather than U.S. workers. Attorneys. Settlement Press Release Settlement Agreement, JMJ Talent Solutions, Inc. (Unfair Documentary Practices) May 2022. IBM further agreed to revise its hiring and recruiting procedures and train its human resources personnel to ensure compliance with the INA, and to be subject to reporting requirements for a period of two years. This . The settlement agreement resolved the Divisions independent investigation of whether the company was engaging in discriminatory Unfair Documentary Practices on the basis of citizenship status. Employment and Industrial Relations. Additionally, designated company personnel will be required to undergo training by the Office of Special Counsel to learn about employers responsibilities under the anti-discrimination provision of the Immigration and Nationality Act (INA). Under the terms of the settlement, West Liberty Foods is required to pay $52,100 in civil penalties to the United States, ensure that relevant human resources officials participate in IER-provided training on avoiding discrimination in the employment eligibility verification process, post notices to employees on their rights under 8 U.S.C. Under the agreement, Eastridge will, among other terms, pay $175,000 in civil penalties to the United States and submit to training and compliance monitoring. 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. Under the agreement, Adecco is required to, among other things, pay a civil penalty of $ 67,778 to the United States, train relevant personnel on avoiding discrimination, ensure that their Form I-9/E-Verify software complies with federal requirements, and be subject to Division monitoring and reporting. The Divisions investigation was based on a referral from USCIS, and revealed sufficient evidence to show that Respondent had a pattern or practice of requesting List A documents from newly-hired lawful permanent residents (LPRs) because of their citizenship status, while not making similar requests of U.S. citizens. 1324b(a)(6). United Continental Holdings, Inc./United Airlines, Inc. (Unfair Documentary Practices) September 2014. Allied Universal and Universal Protection Service, LLC have been hit with a proposed class and collective lawsuit out of federal court in Pennsylvania alleging the defendants broke the Fair Labor Standards Act and several state laws. Huber has also agreed to provide its employees training on the anti-discrimination requirements of the Immigration and Nationality Act (INA), adopt nondiscrimination policies with respect to recruitment and hiring, and maintain and submit records to the Department of Justice for the one-year term of the agreement. U.S. Service Industries (Unfair Documentary Practices) January 2015. Settlement Press ReleaseSettlement Agreement, Freedom Home Care, Inc. (Unfair Documentary Practices) January 2016. On September 27, 2013, the Justice Department issued a press release announcing it reached a settlement agreement with International Business Machines Corporation, resolving allegations that the company violated the anti-discrimination provision of the Immigration and Nationality Act (INA) when it placed online job postings for application and software developers that contained citizenship status preferences for F-1 and H-1B temporary visa holders. Master Klean Janitorial (Unfair Documentary Practices) May 2014. 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. Specifically, IERs investigation found that Ascension improperly sent automated e-mails requesting proof of continued work authorization to all non-U.S. citizen employees close to the expiration date of the documents they provided when completing the Form I-9. Crookham Company is also required to pay a civil penalty of $200,000, and be subject to department monitoring. After investigating, IER determined that Triple H did not consider certain U.S. citizens for employment as landscapers in 2017 because it preferred to hire temporary foreign H-2B visa workers. Houston Community College (Unfair Documentary Practices) January 2013. 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. The investigation showed that U.S. citizens were permitted to provide documentation of their choice. 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. Under the agreement, Northgate will pay a civil penalty of $1,928 to the United States and $22,165.59 in back pay to the asylee worker, 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. Quantum Integrators Group (Referral for a Fee, Unfair Documentary Practices, and Citizenship Status) January 2021. On December 19, 2012, the Justice Department issued a press release announcing that it reached a settlement agreement with Holliswood Hospital (Holliswood), a hospital in Queens, NY, resolving claims that the hospital 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 during the Form I-9 employment eligibility verification process. 1324b(a)(6). Additionally, the Department will train Imagine Schools employees on the anti-discrimination provision of the Immigration and Nationality Act, and will monitor the company for eighteen months. Themesoft, Inc. (Citizenship Status and Unfair Documentary Practices) April 2018. , including asylees and refugees was initiated based on a referral from the U.S. 1324b ( )! 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