Skip to main content

The Great EEOC Roundup: June Edition


As always, there are some recent EEOC cases that jump out at me when I review recent developments on that front.  Below are a few recent EEOC cases and settlements that stand out:


Chick-Fil-A Franchise Settles Pregnancy Discrimination Suit

A Chick-Fil-A franchise in North Carolina agreed to pay $10,000.00 to settle a pregnancy discrimination suit filed by a prospective employee who was not hired because she was pregnant.  During her interview at Chick-Fil-A, several questions were asked about when the employee was due, how long she had been pregnant, and what her child care plans were for the baby.  These types of questions violate Title VII of the Civil Rights Act and the prospective employee sued the Chick-Fil-A franchise for pregnancy discrimination when she was not hired.  As part of the settlement, the Chick-Fil-A franchise agreed to implement a policy that would prohibit pregnancy discrimination.

EEOC Press Release:  http://www.eeoc.gov/eeoc/newsroom/release/6-5-14.cfm


Bobby Dodd Institute Settles Discrimination Suit

The Bobby Dodd Institute settled an age discrimination suit for $40,000.00.  Two women, both over the age of 70, applied for a shared mail clerk position with Bobby Dodd and were extended job offers.  After their ages were revealed to the company CEO, however, the job offers were revoked one day before the scheduled start date.  As well, the EEOC claimed that after preventing the two women from working, Bobby Dodd hired two younger workers to fill the position.  These actions violated the Age Discrimination in Employment Act which prohibits employers from subjecting individuals to discrimination due to age. 

EEOC Press Release:  http://www.eeoc.gov/eeoc/newsroom/release/6-17-14.cfm

Comments

Post a Comment

Popular posts from this blog

NLRB: Discussion Among Employees About Tip Pooling is Protected Concerted Activity

  This Advice Memorandum from the National Labor Relations Board’s Associate General Counsel, Jayme Sophir, addressed whether employees which discussed and complained about tip pooling at work constituted protected concerted activity. In relevant part, an employer in New York operated a chain of steakhouses.  While tip pooling was in place at these steakhouses, some of the employees objected to it on the grounds that it was not transparent and improperly divided tips among the workers.  Employees were told not to complain or talk to each other about the tip pool and were told that doing so would endanger their jobs.  Despite the employer later attempting to provide some clarity as to how the tips were being divided, rancor still existed among some employees.  At one point, the employees were told by a general manager that some employees that had been talking about the tip pool were “cleared out” and the employer would continue to do so. In the Advice Memorandum,...
Post a Comment
Read more

Distance in a Non-Compete Agreement Measured "As the Crow Flies"

Ginn v. Stonecreek Dental Care - Court of Appeals, Twelfth Appellate District of Ohio Facts :  Dr. R. Douglas Martin ("Martin") sold his dental practice to an employee who worked there, Dr. David Ginn ("Ginn").  In doing so, Martin and Ginn signed a contract for the sale which contained a non-compete provision that prohibited Martin from engaging in business "within 30 miles" of the practice for five years starting from October 2010.  While Martin initially stayed on and worked with Ginn for a period, the relationship subsequently deteriorated between the two and Martin went to work for another dental office.  The new dental office was less than 30 miles away when measuring the distance in a straight line.  However, when driving between the offices, the distance was more than 30 miles. Ginn filed a claim against Martin on the grounds that Martin breached the non-compete.   At the trial court level, the court found that "within 30 miles"...
Post a Comment
Read more

Breaking: Labor Secretary Rumored to Be Leaving Administration

A few hours ago, word leaked out that Labor Secretary Marty Walsh (“Walsh”) is in the midst of negotiations to head up the NHL Players Union and leave his position at the Labor Department. Walsh, who has served as the sole Labor Secretary under President Biden, has taken part in a labor renaissance of sorts as support for organized labor has increased during his term as Labor Secretary (although the number of workers that have joined a union over the past two years has not grown as mush as some expected.)  He has also overseen the ongoing negotiations with rail workers over a new contract, although that matter is still on shaky ground and playing out as we speak. As for who might step into the vacant Labor Secretary role, there are already rumblings that President Biden should nominate Deputy Labor Secretary Julie Su (a strong labor advocate) or even a progressive like Senator Bernie Sanders.  Until Walsh officially gives his notice, however, I would expect some/many potential...
Post a Comment
Read more